Embracing AI

I keep hearing that either " AI will be the end of us and take our jobs as recruiters", or "we must embrace AI". I remember when LinkedIn came into play in the UK, lots of recruiters early on were like "This will be the end of Recruitment" what happened?

2,540,000 results for people with the title Recruiter on LinkedIn

4,830,000 results for people with Talent in their title on LinkedIn

6,450,000 results for people with AI in their title on LinkedIn

*As of 17/09/24

Things are about to change or have already let's face it, and embracing AI like the Gallagher Brothers have embraced each other could be the way forward, so let's not look back in anger, (Sorry could not resist) and let's look at the New way AI Forward.

Embracing AI: Today and Tomorrow

#AI&ME, thinking about the possibilities of the present and future of AI in recruitment and beyond. Most talks, events, shows, and solutions have AI, and AI is already transforming industries, and its role will only expand. By 2025, 70% of organizations are expected to adopt AI, according to Gartner’s forecast. TBH I recon that will be even higher.

Recruitment with Open and Closed AI: A New Way Forward?

After three decades in recruitment and seven years focused on recruitment technology, I've witnessed some rapid advancements and some not-so-rapid. From the days of Faxing CVs, Pagers, and 100 cold calls a day, to intelligent automation, AI-generated images, ChatGPT, helping at the touch of a button, which inspired me to consider how AI will shape the future of recruitment. As AI becomes more embedded in day-to-day recruitment and hiring processes, the question arises: Are we at the cusp of transformative change, or caught in a hype cycle? Should we run or embrace this and look at practical ways to use it and perhaps importantly how will our candidates view this, sometimes this is missed in the whole Rectec expansion.

But not just in Recruitment but in life: Not as we know it, but think of it?

We also must consider AI in our day-to-day lives, imagine a world where AI isn’t just a tool, we use during the day but THE companion that assists us around the clock. Picture this: waking up at 5 a.m. with an idea spinning in your head. “What if” instead of letting it fade away or distract you from your day, you had a closed AI companion to help you explore it? This companion could help develop a new app, brainstorm a creative story, or even devise a path to fame and fortune, Ok, I am dreaming a bit now.  But it could be your partner in bringing late-night thoughts to life, allowing you to transform spontaneous ideas into tangible outcomes, or simply helping you with the day-to-day work tasks that make you more efficient in using your human skills??.

Closed vs. Open AI Systems

Closed AI Systems: These systems act as personalised assistants, learning directly from their users and supporting them without exceeding their knowledge or authority. They focus on specific data and tasks, providing personalised support and acting as augmentation tools for human decision-making.

Open AI Systems: These systems have a broader scope, accessing vast amounts of data and learning from diverse sources. They provide comprehensive knowledge, autonomous learning, and decision-making capabilities.

Together, these systems have the potential to revolutionize our lives, and recruitment by automating tasks, reducing bias, and enhancing diversity and inclusion. Perhaps leveling the playing field?

AI and Neurodivergence

AI offers potential unique benefits for individuals by complementing their cognitive styles with adaptive tools. It can help improve productivity, offering tailored solutions that cater to individual strengths, reducing cognitive load, and allowing them to focus or enhance their superpowers.

For example, research suggests that AI-driven tools can significantly improve productivity and learning outcomes for individuals by providing personalised learning experiences tailored to their unique needs and lived experiences. AI-powered systems could help users organise thoughts, remember tasks, or break down complex projects into manageable steps. AI’s ability to learn and adapt can create personalised experiences that align with the user's natural preferences, reducing the cognitive load and allowing them to focus on what they do best and expand their superpowers to the next level or even level out the playing field.

I understand this, as putting things on paper can be a struggle, but I can convey this verbally with ease, but AI/Chat GTP is helping and aiding this and has aided this article.

Back to Recruitment.

Recruitment with Open and Closed AI: A New Interview Scenario

Imagine future interviews where both companies and candidates are supported by AI—Open AI (OAI) for organizations, Closed AI (CAI) for candidates. While humans conduct interviews, parallel OAI-CAI interactions offer real-time insights and feedback. Given the growing ubiquity of smartphones and AI assistants, such AI-driven processes may be closer than we think.

Integrating closed and open AI systems offers numerous opportunities to enhance the recruitment process which in many respects is here and been offered.

Enhancing Candidate Screening and Evaluation: AI can automate resume screening, offer personalised skill assessments, and analyse verbal and non-verbal cues during interviews.

Improving the Interview Experience: AI systems can manage interview schedules, suggest personalised questions, and provide real-time feedback to interviewers.

Facilitating Decision-Making: AI provides data-driven insights, reduces bias, and assists in summarising feedback for consensus among interview panels.

The Role of AI in Recruitment

AI already aids candidate screening, interview scheduling, and feedback analysis, offering real-time data that enhances decision-making. A McKinsey report shows increasing AI adoption in recruitment, with 67% of EMEA recruiters using AI tools. The potential to transform remote work and global hiring practices is significant.

However, challenges such as data privacy, ethics, and the need for human oversight remain critical. AI should enhance, not replace, human judgment in the recruitment process and experience.

Future Outlook

As AI continues to evolve, Closed AI systems could not only improve recruitment but also support work-life balance, fostering better job satisfaction by automating routine tasks. This paves the way for more strategic and human-centric recruitment practices, reshaping the future of work in talent acquisition and HR.

What is next, what is here already, feel free to add and share any exciting or innovative AI links for recruitment or in general.

Let's embrace the power of AI to create a more efficient, inclusive, and innovative workplace and world.

Thanks for reading.

#JimB #Me&AI

·  70% of organizations expected to adopt AI by 2025: Gartner’s AI Adoption Forecast

·  67% of recruiters in EMEA use AI tools in hiring: LinkedIn Talent Solutions Report

·  76% of recruiters believe AI can reduce bias: LinkedIn Global Talent Trends Report

·  86% of the global population owns smartphones (2024): Statista Smartphone Penetration Report

·  AI adoption accelerating in EMEA: McKinsey Global AI Survey

·  AI-driven tools enhancing productivity for neurodivergent individuals: National Center for Learning Disabilities (NCLD)