The use of AI in recruitment has become a necessity, not a choice!

Artificial Intelligence is present in every aspect of our lives - from getting directions to a destination to receiving music recommendations based on our past behaviour.

Artificial Intelligence is Defined as “a system’s ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation,” AI has a significant and widely acknowledged impact on businesses and society.

Thanks to AI, there has also been a change in the way people interact with technology at work, and this is changing the role that HR plays in attracting and retaining talent. Recent developments in Human Resources technology have shown the use of AI for various recruitment functions, including chatbots for job seeker’s assistance, automated CV screening to choose the best suited profiles, and automating the entire process by reducing the error of human bias.

The adoption of AI/ML-based HR services has been increasing fairly quickly in recent years, as opposed to traditional methods of recruitment. A 2019 report on the State of AI in Talent Acquisition showed that AI would be most useful to recruit professionals in terms of increasing quality and efficiency in hiring.

Sure AI makes everything quicker and more efficient, but why are organisations willing to forgo tried-and-true ability tests and psychometric assessments in favour of something far more expensive and complex?

Traditional Assessments vs AI in Assessments

In today's technologically advanced environment, trying to portray your procedures as "manual" or "conventional" may give the impression that you are out of date. Here’s how AI is helping organisations not just with quicker talent identification, but also “better” talent identification -

Bias-free Hiring

Studies show that AI-powered systems are designed to prevent discriminatory practices or unconscious biases such as age, gender, race, or the likes. Algorithms used in AI capture the applicant’s characteristics to construct a profile that predicts if the job applicant has the required competencies and expertise irrespective of age, gender, ethnicity, and race, thus fundamentally changing recruiting efforts and creating diverse and vibrant workplaces.

Effective Data Gathering

One of the most common issues with cognitive ability tests is their ambiguity: while test results do show an individual's level of ability and how well they solve problems, they do not reveal the individual's actual cognitive strategy, or how they’re performing certain tasks. Two individuals can use very different cognitive approaches and still achieve the same test score (Kunda, 2019).

Using AI in assessments can help access an infinitely large database of data points, which traditional ability assessments don't have the ability to measure.

For example, instead of just recording the candidates' right and wrong answers, the AI-based testing platforms meticulously document every onscreen interaction, including messaging, for candidates throughout the task. All of this information is then analysed to determine the participants' skills and to observe various aspects of problem solving, such as interpersonal interactions and task management, and other competencies mapped to the assessments.

Good Predictive Validity

Predictive validity in psychometrics refers to how well a score on a scale or test predicts results on some criterion measure. For instance, the relationship between test results and supervisor performance ratings indicates the validity of a cognitive test for job performance. The degree to which the measurement of one variable can forecast the behaviour of another variable is known as predictive validity.

AI-powered assessment tools that are evidence-based can prove to be good predictors of a number of organisational factors like that of job performance and productivity of potential hires.

Improves Candidate Experience

If we had to choose between answering a list of questions about the age of a man’s brother’s relative’s uncle and playing a game in which we have to observe a set of patterns, we’d choose the latter - because they’re more interactive, and we don’t perceive games as effort-consuming.

Conversational AI today is being used extensively to leverage candidate experience, especially in the initial application screening process. In the People Matters HR Tech event of 2022, HR experts stated that organisations are increasingly using AI in assessments so that both recruiters and candidates can get immediate, in-depth feedback about how a candidate performed. This makes the hiring process even faster and easier.

Challenges to Implementing AI in Hiring Assessments

Using AI in Assessments is, no doubt, a heavy investment for organisations. However, a surge in the number of AI-powered assessment tools that promise effective personnel selection has made HR tech even more accessible and easy to implement.

One of the most publicly debated issues in using AI for hiring has been the privacy of job applicants in the entire automated hiring process. With AI and ‘big data’, organisations today will have even greater access to candidates’ personal information and attributes - and it is the duty of the organisations using AI tools to ensure the candidate’s privacy rights are protected at all times.

The recruitment market is being transformed and has become more innovative, thanks to the use of AI tools in almost every stage of the hiring process. These tools have significantly facilitated the selection of the best candidates from a large pool of different applicants and profiles, making way for a strong and healthy talent pipeline for organisations.

Game Based Assessments backed by AI help to evaluate and predict job performance of the candidate. Know more how PERSPECT AI can help you modernise your recruitment process with engaging games, talk to us about how we can help you hire the best talent at your organisation.

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