How AI could be helpful for humans instead of being a replacement

The recent surfacing news regarding industrial recruitment must have highlighted such phrases giving you a sense that the future next would perish human staff through replacing them with machinery categorized under artificial intelligence (AI).

Many are visualizing this situation as a potential risk to human adjustment in the companies who are moving towards AI with a really fast pace.

According to Zehra Ali, Cybersecurity expert, “AI (artificial intelligence) would be the upcoming strongest IT industry trend”.  However, an industry working hard to figure out the expertise of a particular technology is not an approach always towards the employee replacement. Such behavior could be a way forward to help enhance their capabilities for finding a new staff.

Director of specialist markets at recruitment consultancy Experis, Martin Ewings believes that industry-wide adoption of the technology is still a process needing some years despite the fact that the technology is in common use.

“You’re looking at three to five years before it’s totally adopted because there are still organizations reluctant to remove the human interaction side of things,” he said.

 However, it is also believed that the idea of AI has been overstated through the online sources regarding the argument that it is vanishing the staff from the industries. Whereas, it could not be exactly estimated that what is the intensity of AI replacing humans and what will be its future. But, an important approach and an intelligent step are to implement automation that could enhance the human element of recruiting instead of replacing it.

Use AI as a tool not a replacement for industrial growth

Artificial intelligence could be an important tool to boost up the growth rate of your business. They could efficiently assist the staffing members through gathering information, screen it, matchmaking and else, to better present their workings.

They could also help in company’s development matters and in conducting efficient strategies including candidate’s performance check and chances of his growth, could tell staff requirement, and could assist in hiring efficient team members.

But total replacement of human power with the machinery could hurt the developmental growth as a machine could not discuss the problems with the candidates and cannot provide an intelligent solution for the figured out problem.

According to Olly Burns, product director at online recruitment firm Totaljobs Group, there is one area where AI could be efficient on its own, is the analysis of a large number of applications.

“Where it really has value is in helping the recruiter shortlist the candidates,” he adds. “They want to get to the shortlist of the most appropriate candidates in the quickest time possible. If we can help them do that faster [using AI], then that’s a win for us.”

AI could help in Improving job search

Many industries have induced the AI as a tool to enhance the job searching experience of the candidates also. This software could interact with the candidates through conversational response for any received application.

This could help improve the organization’s reputation as it shows a friendly behavior to the one accessing the industry for job purpose. With a real time, an individual could be catered with appropriate information he wants to get or what he/she may be expecting.

Whereas, a great set back and discouraging factor for a candidate is an examination pattern relying on just the grades. But, most of the times an individual could practically be more efficient as compared to what his grades are displaying. AI in such conditions could be really effective in analyzing capabilities.

According to Jeremy Hindle, CTO and co-founder of machine learning-based recruitment app Headstart, “It’s very difficult to measure how capable somebody is, given the existing structure of a CV and the way recruitment systems within businesses currently work”.

“They are very heavily weighted towards grades and where they’ve studied, and I don’t think that’s the best way. Companies are missing out on some of the best talents. It’s most apparent in sectors like technology, but also in advertising and media,” he further explained.

Addressing the drawbacks of AI

There are many edging factors and prosperous aspects of AI for an organization but the thing to remember is those parallel drawbacks that could be faced especially when selling you job opportunities.

According to Kevin Green, CEO of industry trade body the Recruitment and Employment Confederation (REC). Hiring is a two way process for which a candidate thinks that is it a right decision to enroll for this role, whether they like the boss, the working team is an appropriate one with whom he would like to work and whether the environment is proper as well as the task they could be asked to carry out in the future.

In this kind of situation, a recruiter is solely responsible to sell the job opportunity to gain a most appropriate, capable and potential employer for his organization and they could better plan for an AI-dominated future. This is a skill that is beyond the capabilities of AI.

Therefore, AI technology could never overcome the human power as a replacement and the need for staff will always remain an important factor for the industrial prosperity. A human element is necessary to deal with humans and for an intelligent strategic planning as a person could be unpredictable. However, AI could be a great development enhancing tool assisting staffing members.