Published December 2021 and kept as a record. The figures and the law have moved on since it was written. For the current position see STAR, certification for in-house recruiters. Note added 21 October 2026.
The role of AI in recruitment is not to indiscriminately reject candidates. Artificial intelligence and machine learning may support human decision making when used effectively. When it comes to using artificial intelligence in recruitment, finding a balance may be the key to achieving desired results.
Why machine learning can be controversial?
Machine learning is allowing computers to become more accurate at predicting outcomes using algorithms. The data uses to train artificial intelligence is the biggest potential issue with these technologies. The AI will give inaccurate, biased, or incomplete predictions if the data is biased or incomplete.
Developing a stronger workforce
Despite stories of anomalous results, there is growing evidence that AI can have a significant positive effect on matching employee skills to opportunities and jobs. Smart algorithms that compared, for example, abilities for job positions versus competencies assigned to employees were used to make matches.
Over time, the talent landscape has evolved over the years, so there are now many more factors to consider when it comes to careers and employees. Managing the interaction between someone's abilities and job opportunities is becoming so complex that humans miss the most critical skills when trying to fill project roles. In addition to budget constraints and increasing time pressures, automation is increasingly needed. HR experts should concentrate on choosing the data points and variables that make up a comprehensive dataset for AI. Additionally, leaders should examine the output constantly, perhaps conducting employee surveys to see how well the matching and interactions are working.
When AI is integrated into career development, organisations can promote a stronger workforce.
Attracting top talent
In a recent Gartner study, 17% of firms said AI-based solutions were a part of their HR functions, and 30% planned to use such solutions by 2022. It's no secret that companies are using AI to assist decision-making by ongoing learning from interactions with HR experts. With SAP SuccessFactors' Opportunity Marketplace, machine learning will be incorporated into matching employees with companies' opportunities. Gloat and Phenom Gigs already do this.
By paying attention to results of their AI, companies can potentially open more opportunities for career development for their employees. As a result, recruiters will be able to identify candidates who are a good fit for a position, perhaps for skills that were not known to the employer. Job candidates will be automatically matched with more complex job roles as the tool improves. This could result in more satisfied employees who have less turnover, which could result in significant savings for organisations.