Business, government and HR leaders are battling it out with regard to how AI will - or will not - transform their processes to maximize profits. Recently, Deloitte published a report outlining AI in the government and how automation is likely to transform current government positions, which also apply to business. There are four categories that outline how AI will impact jobs: Relieve, Split Up, Replace and Augment. AI can relieve or split up mundane, time-consuming tasks, allowing workers to focus on other, more important areas. Replacement of humans in tasks is found more in positions that follow very simple rules and are repetitive, such as mail-sorting. The final category of application of AI is in augmenting and complimenting workers skills. This is the sweet-spot of AI, because it allows humans to do things that they couldn't do before, while increasing efficiency and accuracy.
At this point, AI will not replace humans in HR and recruiting
We seem to hear a never-ending echo from both sides of this argument. However, it is important to keep in mind that the technology is in its infancy. Training AI is going to take us a very, very long time. Annotating training data to make it readable to AI programs is a painstakingly slow process that requires a vast amount of human time and labor. And, in a recent survey of more than 10,000 HR and business leaders, it was concluded that only 33% of respondents "are utilizing some form of AI technology to deliver HR functions". So, for now, AI will only be automating some of the tasks of an HR employee, but it is far from eliminating entire positions.
The concerns surrounding AI and bias in the hiring process
Some people believe AI will not be able to overcome the unconscious bias of humanity because, after all, humans are programming the systems. It makes sense that they can inadvertently program in unconscious bias in many forms. While this is true due to the fact many AI projects are currently isolated to a small group of actual programmers, there is one major point they are overlooking: Programmers from all walks of life are working on building these programs, therefore, there will naturally be many different perspectives that are programmed in, over time. But, as previously mentioned, this is going to be a very, very long time coming because of the almost inconceivable amount of data that needs to be processed by AI algorithms to begin to even come close to providing human insight into HR and recruiting activities. After all, we can't even explain fully where our "gut instincts" come from, let alone define those into rules AI can understand.
Are you thinking of implementing Artificial Intelligence or Machine Learning into your recruiting or HR processes? Contact us to learn more about how we can help you prepare your data for the journey - and how we can help guide you through implementing AI and ML into your own operations!