John Hopkins hosted a chat with Mike Wolford, Patrice Palmer, and Andrew Gadomski on the future that is coming with AI in recruiting, hiring and compliance. AI is estimated to bring several new features that can be used in the workplace. Individuals will have the same access to AI as higher-level businesses but still need direction on how to customize what they need.
AI can be compared as two types of cars:
- The “Foundational” AI is like a regular car. It can be used for job announcements, taking notes, making interview questions, making questions (specialized to a field), and matching application to jobs. However. It is prone to “hallucinations” where there are mistakes that can cause bias and lack of trust.
- The “Frontier” AI model is used like a new race car that can be upgraded. It can be used to plan succession in a company. There has been recent rollout with human capital management that can name a successor automatically or start to develop a workforce plan. However, there may not be an AI platform that meets every single need of a business.
An example of this is a business that wants a full-cycle recruitment process. They want humans to be on phone, prep and debrief candidates and coordinate the hiring team. Realistically, phone screens can be done by AI, but there is push back on this. It is still challenging to find candidate with the right fit, and candidates can claim that they are not feeling connected in the process. However, you can argue businesses want to hear from everyone and all candidates will be asked the same questions to make it fair. Humans get to do parts they like but let AI follow up for feedback or automate candidate scheduling. We acknowledge the value of an interview, but humans don’t necessarily need to complete them.
Successful feedback has direction and sets obtainable goals. People can get frustrated because of a bad AI response, but typically the problem comes from the user itself not clarifying with the prompt. We need to better communicate in order to improve and provide successful feedback. AI can identify key moments where feedback is needed and analyzes patterns. We can use platforms such Slack or Workday to pull phrasing and avoid emotionally charged phrases/conflict.
AI can help shift giving useful feedback and setting personal development goals. AI helps stay away from vagueness and keeps direction. It digitally enhances on how we receive the information, but commands need to be specific and clear.
AI helps with full transparency. It is recommended to put everything in a master platform to keep intellectual property. AI can easily pull key phrases and information as needed.
Small companies can utilize AI to their advantage. We could see recruiting moving to smaller agencies as it will take humans less time to do recruiting. To start preparing for an AI transition, businesses should start being transparent if there is a lack of knowledge. No one can tell you what AI looks like in 10 years, but you should be open to learning. In 2-3 years, AI could become second nature, but right now can’t see an exact evolution timeline.
Written by HR Specialist, Allison Scherner
