AI and selection process innovation: where do we stand?
The use of artificial intelligence tools is becoming increasingly popular within HR with the aim of improving Talent Acquisition and Talent Attraction processes within the company. In fact,80 percent of HR leaders mention Talent Acquisition among the top 10 strategic issues of the HR function(Gartner 2022). At the same time, these professionals identify the use of artificial intelligence tools as showing promise aimed at addressing this problem. Such tools, in fact, are increasingly seen as powerful allies in finding passive talent, improving the candidate experience, working on de-biasing the judgments given by selection professionals, and speeding up the first screening phase. Their strength lies primarily in their ability to facilitate assessments and decisions that are considered objective, as the outcome of analysis based on quantitative data.
Innovation pioneers already seeing early results
As seen in the opening, there is no question that HR professionals are increasingly recognizing the value of AI-based solutions for optimizing selection processes. According to a recent study by Eightfold AI, 41 percent of HR leaders plan to make additional investments in the coming months in the use of AI technologies aimed at supporting the hiring function. Among those who have been working with these innovative tools for some time, meanwhile, there is a growing consensus around the benefits AI brings to the enterprise. In fact, 63 percent of respondents in a McKinsey survey report that the introduction of AI tools into selection processes has resulted in reduced time and costs.
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Barriers to the use of AI in selection processes
However, there is no shortage of barriers to the implementation of innovative tools and unintended effects. In quite a few contexts there still remains quite a bit of resistance regarding the use of AI tools for tasks that until recently were an exclusively human prerogative. For example, among the most widespread preconceptions is the one that sees AI as a factor of dehumanization in a world - HR - that rests its foundations precisely on human relationships. Then looking at theeconomic aspect, especially in contexts with already structured business processes , the costs of implementing this type of technology can often prove to be very high. This naturally makes it more difficult for companies to adopt them.
How to support companies in innovative efforts
In order to overcome these resistances and facilitate the adoption and implementation of such technologies, it is necessary for companies offering AI technology services and stakeholders of user companies to work together. The real leap toward innovation can only be made when AI technologies are developed that are capable of facilitating HR practices in all respects, starting from the way the algorithms are created and structured and ending with the implementation and embedding of the technollogy into pre-existing processes. Only this collaboration can make possible the realization of those algorithms capable of respecting and cherishing the values and principles of the human relationship proper to the HR world.
