Here’s why Fortune 500 top recruit consultants say AI can make the hiring process more inefficient:
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It is no secret that businesses are in a hurry to incorporate AI into their hiring process. kpmgfor example, use a Adopt a chatbot To help reduce the time it takes to schedule an interview, UPS is mostly A fully automated process Help the company hire frontline workers within 10 minutes.
However, one of the top recruiters at Fortune 500 companies advises refraining from replacing all aspects of the process with AI. In fact, he says it can be even more boring for HR professionals. And he says that most of the large public companies he works with are increasingly discovering that they are not intended and not functioning using technology to exchange parts of the hiring process.
“With AI, recruiters use keywords to target thousands of people. LinkedIn “We’re looking forward to working with people who are looking for a way to help people understand how they’re doing,” said John Vlastelica, founder and CEO of Recruiting Toolbox, a hiring and training consultant.
That’s why many of the companies he works with are looking to take a more human approach to employment strategies and return to basics. That means having more live conversations, less reliance on videos, and targeting the final interview. It also means expanding your search scope to candidates who seem to fit the role at first glance.
“Recruiters want a real image of the person they’re hiring, not a version created by the candidate’s AI,” says Vlastelica. He suggests that recruiters are looking for candidates who are actually looking for candidates with slight flaws in their resume, small typos, or candidates who don’t overwhelm headshots. “If it’s too perfect, it’s probably not the real thing,” he says.
Given the use of some candidates, it is even more important to rely on a more human element of recruitment. False identity Deepfake ai to apply for a job and hide herself during interviews. One survey published last month by Genius on career platform resumes found that 17% of recruiting managers used Deepfake technology to encounter job seekers during interviews. Some of this cohort North Korean IT workers Connected to organized crime groups.
That doesn’t mean that organizations need to give up using AI to adopt it. In fact, Vlastelica recommends that all companies adopt the technology in some way. But in this new world of fake profiles and artificially enhanced CVs, he says, companies need to ensure that traditional aspects of the recruitment process are not dumped for efficiency. And he adds that it’s a time of mistakes like hiring people. Under a broken identityit is more likely to occur.
“It’s not just about finding the best candidates anymore, it’s about finding the real candidates.”
Britt Morse
brit.morse@fortune.com
This story was originally introduced Fortune.com