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It is no secret that companies are accelerating to integrate artificial intelligence into the recruitment process. KPMG is used, for example, Chatbot is recruited to help reduce the time it takes to scheduling the interviews, and the updated UPS process helps the company to employ front font workers in less than 10 minutes.
But one of the senior recruits of Fortune 500 companies is advised to operate the replacement of all aspects of the process with AI. In fact, he says it can make it more arduous for human resources professionals in the line. He says that most of the large public companies that work with them are increasingly finding that the use of technology to replace parts of the recruitment process does not work well.
“With artificial intelligence, recruits use major words to target thousands of people on LinkedIn simultaneously, while April International Applicants use their CVs to adapt to what employees are looking for exactly.” “It is difficult to find the best filter when they all have a completely written appeal and completely designed for this role.”
For this reason, many companies that work with them are looking to follow a more humane approach to their employment strategy, and return to the basics. This means more direct conversations, video dependence, and the final interviews. This also means expanding the scope of research for candidates who may not look perfect for the role at first glance.
“The recruits want the true image of the person who rented him, not a copy of AI of the candidates,” says Vlastelica. It even indicates that recruits are already looking for candidates who have some slight defects in their CVs, small typographical errors or shots that do not seem excessively. “If this is very perfect, it may not be real,” he says.
Inclusion in human elements in employment is more important because some candidates use false identities to apply for jobs, and Deepfake Ai to hide themselves during interviews. One of the polls published last month from a professional platform found a genius appeal that 17 % of employment managers faced job candidates using Deepfake technology during interviews. Some of these regiment were even revealed that North Korea’s IT workers are linked to organized crime groups.
This does not mean that organizations should abandon the use of artificial intelligence for recruitment. In fact, Vlastelica recommends all companies to build technology in some way to keep up with times. But in this new world of fake definition files and artificial enhanced biography, he says, companies need to ensure that some traditional aspects of the recruitment process for efficiency are not delivered. This adds when errors occur, such as employing people under wrong identities, more.
“Not only is to find the best candidates anymore. It is about finding real people.”
Pret Morsi
brit.morse@fortune.com
This story was originally shown on Fortune.com
The post Here’s why a top recruiting consultant for the Fortune 500 says AI can make the hiring process more inefficient first appeared on Investorempires.com.
