Technology has become integral to the recruitment process but AI can only be properly introduced with thought and oversight. Photograph: iStock
Reluctant candidates mean recruiters have to work harder to fill roles but to some extent their job has been made easier by solutions such as applicant recruitment and tracking software. Now with AI assuming a more significant role in recruitment, there is even more scope for tech-led interventions although, as with most things AI at the moment, the jury is still out on whether this is a good or a bad thing.
We need to ensure that the personal nature of recruitment does not disappear to the detriment of candidates and employers alike and that AI is introduced with thought and oversight On the other side of the fence are the companies developing the technologies the recruiters are using. This includes software company Greenhouse, which was founded in the US in 2012 and has been operating in Ireland for the past four years. Colm O’Cuinneain is the company’s general manager for EMEA and he says international research carried out by his organisation mirrors Dooley’s concerns about AI and bias in hiring in particular.
There are also lessons to be learned from the switch to hybrid and remote working. Nobody wrote down their strategy or guiding principles and now they’re struggling to figure them out O’Cuinneain expects the drive for greater efficiency in the hiring process to prompt both recruitment companies and in-house hiring managers to embrace AI more widely, especially for mundane tasks such as scheduling as well for broader aspects of the hiring process and to improve the candidate experience.