In one of the recent articles in The Wall Street Journal, Lindsay Ellis sharply criticized the use of Artificial Intelligence in human resources departments. Is this criticism justified?
Let’s examine the journalist’s arguments. Ellis claims that the use of these technologies in HR results in a high level of frustration. Job seekers use AI to send hundreds of résumés to many places. Meanwhile, recruiters struggle with record numbers of applications to review.
Candidates spam recruiters’ inboxes. Some recruiters have to review over 1,000 resumes per month. The applications received are of low quality, and meetings rarely happen. Employees feel overlooked, while recruiters have more work and often use the “delete” function.
Nonetheless, spending on AI software in HR firms is increasing and will exceed $3 billion next year. The technology undeniably makes work easier. One could argue that if you do not use modern recruitment software, your work could be paralyzed.
Nowadays, time is of the essence. The goal is to work faster and more efficiently. In the IT market, you almost have to fight for a good candidate. Therefore, using AI tools is a necessity. At a minimum, a Resume Anonymizer that allows for data anonymization or an application with a Job Matching function that shortens the recruitment process is essential.
A good AI HR application will separate the wheat from the chaff. It will match candidates to positions and suggest the best individuals for direct contact. The recruiter’s job is to verify facts and make decisions. AI is not a trap. Resisting ongoing changes might turn out to be the real trap.
