AI In Recruitment - Ethical Considerations & Future Prospects
Having completed his Post Graduate Diploma in Management from IIM Lucknow, Sekhar boast of an illustrious two decade long career during which he has been associated with numerous companies such as P&G, Mckinsey & Co, United Telecoms, Microsoft, and Simpliance Technologies. Along with foundit, he has also incepted two more companies named Edubridge Larning and Sports365, and is currently also the Board Member at Taskmo. In a recent interaction with Siliconindia, Sekhar Garisa, CEO, foundit shared his insights on the current recruitment landscape in India, the ways in which AI is impacting various recruitment functions and many other aspects. Below are the excerpts from the exclusive interview
What are your thoughts on the current recruitment landscape in India?
Owing to the massive talent pool that the country is home to, the recruitment landscape in India is evolving rapidly. With the rise of emerging technologies, AI-driven talent platforms have made hiring processes more efficient. There is a growing emphasis on skill-based hiring, especially in tech and digital domains, to meet the demands of a changing market. However, there are challenges like skill gaps, especially in emerging tech fields and the need to balance automation & human touch in the hiring process. Overall, it is an exciting yet competitive landscape where adaptability, tech-savviness, and a focus on upskilling play pivotal roles.
Throw some light on the impact of AI on various recruitment function within an organization.
AI is transforming the way companies approach recruitment by simplifying processes and aiding in informed decision making. While resumes used to be the linchpin of hiring earlier, today, AI has revamped the game, wherein it enables companies to sort through resumes by swiftly pinpointing key qualifications and hunting for job-specific keywords, thus delivering relevant insights that make life easier for HR managers. Since resumes are like the opening act for AI assessment, instead of just human eyes scanning them, machine learning algorithms take over. They quickly comb through resumes, seeking vital attributes. While detailed resumes are still valuable, capturing essential details concisely has become crucial because it kick-starts the AI’s evaluation process.
Suggest a few ethical considerations organizations must pay close attention to while implementing AI in their recruitment process.
Establishing ethical policies clarifies that AI in HR serves as a supportive tool for human processes, not a substitute for human judgment. Thus, ensuring transparency, fairness, and accountability stand as crucial pillars when integrating AI into hiring practices. Providers must diligently counter biases by employing methods like psychological profiling and predictive analytics cautiously. Although AI in HR efficiently sifts through candidates, real human interaction remains essential to truly understand the person beyond the resume.
Briefly explain the role of data in enhancing the efficiency of AI recruitment systems.
Since data is the lifeblood of AI recruitment systems, high quality and diverse data sets are crucial for training AI algorithms. Comprising of candidate information, job descriptions, and hiring outcomes, these data sets enable AI to learn patterns and make predictions. However, it is paramount to ensure data quality, relevance and consistency because poor quality or biased data can adversely affect the performance and fairness of AI systems. Regular data audits and checks are necessary to maintain the efficiency and fairness of AI recruitment systems.
How do you expect AI to revolutionize the recruitment space in the coming years?
Going forward, AI will enable a more personalized approach for candidates by offering instant responses through chatbots and custom job suggestions based on individual skills and preferences. Additionally, AI can help address biases in hiring by focusing on objective criteria rather than subjective judgments. Moreover, AI can actively contribute to the organization’s diversity efforts by identifying diverse talent pools. While AI streamlines tasks and elevates decision making, human-led HR departments will remain critical for strategic planning and personal interactions.
What are your thoughts on the current recruitment landscape in India?
Owing to the massive talent pool that the country is home to, the recruitment landscape in India is evolving rapidly. With the rise of emerging technologies, AI-driven talent platforms have made hiring processes more efficient. There is a growing emphasis on skill-based hiring, especially in tech and digital domains, to meet the demands of a changing market. However, there are challenges like skill gaps, especially in emerging tech fields and the need to balance automation & human touch in the hiring process. Overall, it is an exciting yet competitive landscape where adaptability, tech-savviness, and a focus on upskilling play pivotal roles.
Throw some light on the impact of AI on various recruitment function within an organization.
AI is transforming the way companies approach recruitment by simplifying processes and aiding in informed decision making. While resumes used to be the linchpin of hiring earlier, today, AI has revamped the game, wherein it enables companies to sort through resumes by swiftly pinpointing key qualifications and hunting for job-specific keywords, thus delivering relevant insights that make life easier for HR managers. Since resumes are like the opening act for AI assessment, instead of just human eyes scanning them, machine learning algorithms take over. They quickly comb through resumes, seeking vital attributes. While detailed resumes are still valuable, capturing essential details concisely has become crucial because it kick-starts the AI’s evaluation process.
Suggest a few ethical considerations organizations must pay close attention to while implementing AI in their recruitment process.
Establishing ethical policies clarifies that AI in HR serves as a supportive tool for human processes, not a substitute for human judgment. Thus, ensuring transparency, fairness, and accountability stand as crucial pillars when integrating AI into hiring practices. Providers must diligently counter biases by employing methods like psychological profiling and predictive analytics cautiously. Although AI in HR efficiently sifts through candidates, real human interaction remains essential to truly understand the person beyond the resume.
Briefly explain the role of data in enhancing the efficiency of AI recruitment systems.
Since data is the lifeblood of AI recruitment systems, high quality and diverse data sets are crucial for training AI algorithms. Comprising of candidate information, job descriptions, and hiring outcomes, these data sets enable AI to learn patterns and make predictions. However, it is paramount to ensure data quality, relevance and consistency because poor quality or biased data can adversely affect the performance and fairness of AI systems. Regular data audits and checks are necessary to maintain the efficiency and fairness of AI recruitment systems.
How do you expect AI to revolutionize the recruitment space in the coming years?
Going forward, AI will enable a more personalized approach for candidates by offering instant responses through chatbots and custom job suggestions based on individual skills and preferences. Additionally, AI can help address biases in hiring by focusing on objective criteria rather than subjective judgments. Moreover, AI can actively contribute to the organization’s diversity efforts by identifying diverse talent pools. While AI streamlines tasks and elevates decision making, human-led HR departments will remain critical for strategic planning and personal interactions.
