There’s no denying it – AI is everywhere right now. The UK Government recently unveiled their plan to utilise AI to rejuvenate public services, increase efficiency and create over 13,000 jobs as part of their AI Opportunities Action Plan.
On paper, AI presents vast potential for many industries, and this includes the recruitment sector which is a highly competitive market. Love it or hate it, AI is undeniably shaping our future, so embracing and understanding its potential is crucial for navigating the technological future ahead.
AI in recruitment
We already have existing software solutions that streamline various stages of the hiring process, including candidate sourcing, pre-screening, interviewing, and selection tools. Leveraging this automation reduces administrative burden for businesses, leading to increased efficiency and ultimately, improved profit margins.
From a candidate perspective, AI software like ChatGPT and Google’s Gemini have emerged as valuable tools for writing cover letters and polishing CVs, providing a competitive edge in the application process.
The human touch
The rapid advancement of AI in recruitment raises a critical question: will the human element of recruitment be preserved?
Of course, AI has its benefits, and we’ve had great success with it ourselves, but we should be careful against an over-reliance on technology that could dehumanise the recruitment process.
Recruitment, by its very nature, is about human interaction – people connecting with people. When candidates are treated as mere data points, their unique skills, personalities, and aspirations can be overlooked. The human touch fosters genuine connection, allowing recruiters to understand individual motivations and build meaningful relationships.
Finding the balance
AI is shaking things up in many ways, that’s for sure. While it can make people’s lives easier, it needs to be used wisely. Nothing will trump a recruiter’s skills and experience to build real connections with candidates and clients.
It’s all about finding the right balance – using AI to help – but always putting people first. That’s the key to making sure recruitment stays human.
