There has been much debate on whether AI will help or hinder your role. Whilst advances in social media, automation, financial services and information technology are proving invaluable to our rapidly advancing society, the recruitment industry is a touchy topic.
The Harvey Nash annual HR survey found that 15 per cent of HR leaders were already affected by AI and automation, while 40% think it will impact them in the next two to five years.
It seems scandalous that AI can prove so risky to a human-based role.
Whilst on a whole many automation advances will aid the recruitment process, mainly efficiencies; the whole process of recruitment is reliant on strong human communication.
On that note, let me tell you some of the seemingly silly digital advancements I have seen proliferating into the recruitment agency.
1. Text interviews
Texting is used primarily to save time. At what point in the recruitment process should you be reducing the time taken to get to know your candidate, unless they are the wrong fit of course?
Understandably, if you have a high workload and tight deadlines you may feel obligated to cut corners. But without that face to face interview experience, how can you really be sure this candidate isn’t fabricating their whole persona?
2. VR racism experiences
I read recently that certain companies were using virtual reality headsets to allow employees to experience what racism may ‘feel like’ in the workplace.
Unconscious bias and diversity training I can completely get behind in order to help promote inclusion and acceptance of culture. In fact, I applaud it! But how is VR going to work?
When we acknowledge that the majority of racist behaviour is focused towards the minority ethnic community, you wonder whether they would be required to participate too? And if not, then aren’t they being further excluded, which is the underlying issue of racism?
Either way, it seems like a potentially damaging experience that could make employees feel uncomfortable or, even worse, traumatised. Whatever happened to an old-fashioned meeting celebrating culture and diversity?
3. Google Hire
With this one, I completely understand the appeal. A big brand; an applicant tracking system aiming to hire qualified candidates faster, whilst simultaneously integrating everything with your Gmail account. It all sounds highly convenient.
But algorithms to find ideal candidates? Now that I am sceptical of. The issue with trusting calculated code to determine candidate fit, leans right back into that point of the human touch. Overlooking is far more likely to occur when trusting an AI programme than trusting your own judgment.
4. Self-promotion videos (the bad ones)
Video content is huge right now. According to a study by Zenith, on average global consumers spend an average of 67 minutes a day watching online video content. That number is expected to rise to 84 minutes by 2020!
Additionally, 62 per cent of B2B marketers have rated video as an effective content marketing tactic and mobile video usage has increased by nearly 10 million daily viewing minutes in the last two years. There’s no denying it’s effective.
It sounds too good to be true. But wait, before you run off and start filming, remember that no video content is better than bad video content.
Has anyone else not noticed the terrible, shaky videos with appalling sound quality, plaguing business websites and Twitter? If you’re going to incorporate video content, and let’s face it you should, ensure you have the gear and some idea.
5. Using Facebook to recruit
Perhaps you haven’t witnessed this one yet. However, Facebook is becoming a great tool for recruitment professionals who are seeking candidates.
Not only is there an abundance of information on your profile such as work history and background but there are also personal photos that are highly indicative of the person you are in your spare time. It saves bundles of time – but I just can’t help but think it’s slightly invasive. Let’s stick to LinkedIn.