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The future of recruiting: Does AI have a role to play?

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Love it or hate it, AI is here to stay.

Its potential to revolutionize the pharmaceutical industry is becoming clearer every day, but what role does it have to play in recruiting?

Many companies are already using AI tools to sort through applications and identify strong candidates. AI’s ability to analyze large amounts of data quickly can speed up the hiring process and save recruiters a lot of time and energy.

Research from Eightfold AI found that 92% of surveyed HR teams intend to increase their use of AI in at least one area of their process, including talent acquisition and onboarding new employees.

What are the opportunities (and risks) of using AI in recruitment?

Streamline processes

AI is already being used to automate the process of sifting through resumes and selecting which candidates to interview. By using predictive analytics, AI can scan resumes for keywords and other important information (such as job title or years of experience) so that the best candidates are chosen quickly. Considering this is a very time-consuming task for recruiters, AI can drastically speed up the hiring process.

Other areas where AI can streamline processes:

  • Writing job descriptions
  • Searching platforms for candidates
  • Background checks
  • Interview scheduling

Eliminate biases

It’s been argued that one of the main benefits of AI in recruitment is its ability to remove unconscious bias. By focusing solely on skills, experience and qualifications, there is the possibility to achieve better equality and diversity.

However, there have been instances where AI has appeared to learn human bias. In 2018, Amazon scrapped an internal recruiting tool that was downgrading female candidates. This tool had analyzed historical data which showed certain positions had historically been filled by men, and then applied that knowledge to its screening of modern day applicants.

This cautionary tale shows that while AI has the potential to help with bias, it needs to be monitored to ensure it’s functioning properly.

The impersonal downside

Before you start to feel like your job might be at risk, AI will never be able to fully replace a recruiter. Relationship building is a key part of the hiring process, and while many administrative tasks have and will continue to be made easier by AI, it can never build relationships with candidates. There is also the fear that including AI tools too much during the recruiting process could push candidates away, particularly in a candidate-driven job market like Japan.

While AI continues to improve at break-neck speed, its efficiency and accuracy is only going to increase. New tools are being developed every week for recruiters to use and explore. But the human element of recruiting will never go away. Human interviews, discussions and decisions will always be an irreplaceable part of finding top talent.


Want help speeding up your process? Book a discovery call with Morunda and get 4 qualified candidates within 4 weeks.

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