5 Reasons Why AI Can’t Replace the Human Touch in Recruitment

Big data and artificial intelligence (AI) continue to change the recruiting industry… with software that claims to be able to source and screen candidates, and calendar applications that do all the work of organising interviews.  But a recent survey shows that professionals have less trust in AI than in human recruitment consultants. The survey of 431 professionals across a wide range of industries showed that ninety percent of respondents believe technology cannot replace the human interaction required to recruit effectively.

Moreover, nearly half (41 percent) of respondents said they feel uncomfortable dealing with AI instead of a human recruiter as part of the process, and 76 percent said they trust AI less than a person to guide the job search process.

So why are humans better?  Here are 5 reasons why AI isn’t going to replace the human touch in the recruitment industry.

Relationship building

The top benefit of working with a recruiter, according to the survey, is the ability to build strong relationships. Recruitment consultants get to know candidates beyond what is written on paper, and are able to match that individual to a position he is likely to succeed in using emotional intelligence—something AI simply can’t have. Candidates and consultants also build rapport with one another, gaining a trust that allows them to help navigate the ups and downs of the hiring process. AI on the other hand, has been known to mislead candidates by posting non-existing jobs with low salaries amidst an actual job to drive them to pick an offer that they otherwise would not have chosen.

Finding candidates that aren’t looking

Through personal relationships and existing networks, recruiters are able to connect with passive candidates who are not actively looking for a position. Sometimes the best candidates are unavailable. They either haven’t thought about looking for something new, or are worried about their employer finding out if they do.  Recruiting software would not be able to identify these candidates due to their lack of presence on job search sites.

Answering the right questions

Unlike technology, human recruiters are able to have a conversation with candidates, advising them on why they should or should not accept an offer. Sometimes companies need a recruiter to help the best candidates fully understand the benefits on offer.  Other times companies need them to help candidates see beyond a poor corporate reputation.  Either way, AI isn’t going to be able to provide true insight into a company, or answer the difficult questions a talented candidate might have.

Finding the right cultural fit

Even with dozens of ‘cultural’ metrics, AI will never be able to fully assess the concept of corporate culture and how a candidate will fit within an organization. A complex concept such as culture simply cannot be accurately matched by software. Information attained through job search websites, a resume, or even a custom designed questionnaire will not be able to tell whether the candidate’s beliefs and behaviors are in alignment with the company’s core values and culture.

Interpersonal skills

Interviews are not only about the answers to questions.  They are also about assessing interpersonal skills.  Interviews demonstrate how well a candidate will be able to communicate with their manager, work with their team and deal with clients. Having a human to human conversation with candidates can uncover many aspects of a candidate’s personality that an AI cannot.

It is fair to say that technology is the future on many fronts—but when it comes to sourcing and hiring the right candidates, answering questions and ascertaining cultural fit, AI will always fall short when compared to an experienced recruitment consultant. You can learn more about the benefits of experienced, search-based recruitment consultants today by emailing info@oliverparks.com or visiting www.oliverparks.com.

About Oliver Parks

Oliver Parks Consulting offers search-based recruitment solutions to the technology sector, specialising in the ERP, CRM, CMS, ECM, BI and Open Source Technology spaces. The firm’s multilingual consultants operate in narrowly-defined niche market segments, enabling them to gain extensive knowledge of the people and companies operating in each technology.  Oliver Parks has a proven track-record with more than 100,000 candidates worldwide and more than 300 clients globally.