It is increasingly common to hear HR Tech and Assessment companies talk about their AI features. They may even tout or promote those credentials prominently in their marketing. By AI, of course, we mean Artificial Intelligence.
According to Techopedia,
But what exactly does AI mean in Recruitment? And does true AI really exist in recruitment at this point in time? Perhaps? But the waters are a little muddy. Machine Learning, Automation, Algorithms, Predictive Data, can these AI designs really enable increased efficiencies and better decision-making for organizations and their increasingly critical recruitment process as their marketing campaigns suggest?
When we start thinking about machines making hiring decisions, there are a multitude of emotional responses. Some of us are excited by the prospect of increasing predictive accuracy and reducing bias. For others it brings a dystopian fear that the machines will take all our jobs. It is worth asking an important question: Exactly what aspects involve artificial intelligence, and do they have direct oversight into the factors that have been identified as predictive?
One of the big concerns about AI is a lack of transparency, that the computer says "no" to candidates for reasons unclear. There was a well-publicized story in 2018 about Amazon developing a recruitment AI that independently decided that being male was a predictive factor. Amazon fed thousands of candidate and final hire resumes from the past 10 years for technical developer roles into their machine learning AI system. The technical roles had predominantly been filled by males in the past, therefore the AI decided this was a key factor. Not only are resumes a relatively poor predictor of job performance, a key point here is that the factor identified by the AI was unknown to the recruiters.
At Harrison Assessments we understand that all employment is based on mutually beneficial relationships that begin with the candidate experience. Not only does our technology shorten the assessment process, but it also reduces the cost and time to hire. We can quickly identify, interview, attract, and hire the best candidates with
Harrison's recruitment technology pre-screens applicants for qualifications and job specific behavior. The process is
These Job Success Formulas (JSFs) are weighted
To further customize a Job Success Formula to your organization's actual performance data and distinct job requirements, our Benchmarking solution uses
Despite elements of AI being present, we don't necessarily present Harrison Assessments as an AI enterprise. Our focus is on enhancing the hiring process for organizations to better understand the candidate's attitudes, motivators, work values, and so much more. Armed with this information, managers can facilitate conversations during the onboarding period that matter, and that result in successful, mutually beneficial relationships and employee satisfaction and retention.
It is essential that any psychometric assessment used in a recruitment context is fit for purpose. Our assessments comply with EEOC regulations as well as ISO 10667 for Job Specific Assessment. Our Benchmarking Analytics option provides job specific research and scientific validation for your specific custom criteria. We've been doing this for over 30 years and you know what? We've got pretty good at it.
So when you are researching new HR tech, be sure to look beyond the marketing and ask how is AI actually being used to enhance insight and efficiency.