Artificial intelligence (AI) has dominated the headlines in recent months, particularly since the launch of ChatGPT.
Use of the game-changing technology has been limited to the inane, with commissioning Google’s Bard to re-write the 70s ‘classic’ Islands In The Stream, in the style of Eminem being a lowlight. But with Messrs Gates and Musk sounding the warning bells and with the launch of the Government’s ‘Pro Innovation Approach to AI regulation’ White Paper in April, more serious minds are considering the impact AI will have on us all – both negative and positive.
AI will have a major impact on the way organisations recruit. A recent survey of more than 1,000 HR professionals found 82% felt this impact would be positive. You can see the potential for significant automation within a process, and tasks such as the screening of CVs, scheduling interviews or managing feedback are being conducted by computers in some organisations. You can imagine AI’s use in helping identify the best candidates through analysing CVs, social media profiles, performance reviews and references. For many roles, interviews will likely be conducted by an AI-generated avatar. The technology is already here to analyse pupil movement and detect deception or embellishment in a candidate’s responses.
An interesting angle for AI’s deployment in recruitment is reducing bias when hiring. It is being touted as a tool that will ensure candidates are treated fairly regardless of personal characteristics.
We are at the beginning of a revolutionary technological leap. But AI is not without limitations, and we are some way off from it being able to understand the nuances of human behaviour, and it is expensive to implement and maintain. Adopting the benefits as they are proven while exercising caution and retaining human judgement is the obvious path.
Greg Hayes is a director at Tile Hill Executive Recruitment
This article is sponsored content for The MJ
