Recently, I have seen job sites advertise AI recruitment services for a monthly charge. The same companies charge recruiting firms hefty fees for candidate matching. They have built-in quizzes for specific roles that candidates must pass, and some do a really good job filtering out under-qualified candidates. Explainable AI (XAI) will eventually provide explanations for their decisions. For example, if a candidate is rejected, there would be some kind of ethical code enabled for a generic response based on the reasons a candidate was rejected. In some cases, it may be better than some recruiters today who go silent on candidates once they’re done with an assignment. Some predict that by 2029, we will have artificial superintelligence, which means AI might make recommendations that no one human can. A master career coach, if you will. But we haven’t gotten there yet, at least I haven’t seen it from the examples and systems I’ve tested. So far, AI systems that are supposed to do job matching are worse than what you would get from an outsourced overseas recruiting company. The questions are super general, there are no tests for mental states, and nothing that can pick up on emotions in answers, human behavior, presentation, or rate interactions or reason that goes beyond the immediate context. If you’re going to pick an AI platform over a recruiter for your next candidate, you should be aware of several limitations with AI, which to me, defeats the purpose, at least for now, of using a recruiting service.

• Bias in Algorithms: AI algorithms inherit biases from the data they are trained on.
• Complexity of Skills: Think of IT roles, for example, that require a diverse set of technical skills, soft skills, and domain knowledge. AI will struggle to accurately put the pieces together. It’ll look solely for keywords and patterns in resumes.
• Lack of Contextual Understanding: AI may not fully understand the nuanced requirements of specific roles or the unique culture and dynamics of a company. Human recruiters often rely on intuition and contextual understanding to identify candidates who not only meet technical qualifications but also align with the company’s values and goals.
• Limited Creativity and Innovation: AI systems excel at pattern recognition, for now, and optimization but lack the creativity and intuition required to identify innovative candidates who bring new perspectives and ideas to the table.
• Candidate Experience and Engagement: Building relationships and effectively communicating with candidates are crucial aspects of the recruitment process. AI today will not provide personalized and empathetic interactions, leading to negative candidate experiences.
• Legal and Ethical Considerations: Depending solely on AI for candidate selection may raise legal and ethical concerns, particularly regarding privacy, data security, and compliance with anti-discrimination laws.

When a human recruiter meets a candidate face-to-face, they have the opportunity to establish a genuine connection and glean valuable insights beyond what can be captured by AI. Through conversation, body language, and interpersonal cues, recruiters can assess a candidate’s personality, communication skills, and cultural fit within the organization.

For example, during an in-person interview, a candidate might share anecdotes about their experiences overcoming challenges in previous roles. A human recruiter can not only evaluate the technical skills demonstrated in these stories but also gauge the candidate’s resilience, problem-solving approach, and teamwork abilities. Additionally, they can ask follow-up questions to dig deeper into specific areas of expertise or inquire about the candidate’s career aspirations and motivations.

In contrast, an AI-driven approach might rely solely on analyzing keywords and patterns in the candidate’s resume or online profile to assess their suitability for the role. While AI can efficiently screen candidates based on predefined criteria, it may overlook intangible qualities and nuances that are essential for success, such as adaptability, passion for learning, or the ability to thrive in a collaborative environment.

While AI can augment and streamline the recruitment process, it’s essential to use it as a complement to human judgment rather than a replacement. Human recruiters can provide valuable insights, context, and empathy that AI currently lacks. For example, some discrepancies in background checks are easily explainable but might generate an immediate rejection from AI. In summary, it will take a while for AI to replace recruiters, and companies using AI for recruitment services should do so with caution.