Robot hiring managers? Artificial intelligence and automation in the modern age of hiring.
Business news outlets are all abuzz this week about a new Google service called Hire that is designed to help businesses manage their internal recruiting process. This service is integrated with Google’s G Suite product with the purpose of helping organizations communicate with job candidates and track their progress through the interview process.
This type of new technology is a natural progression in human resources. By automating a lot of the hiring process, businesses can save manpower that can then be used for more critical tasks involved with finding, vetting and acquiring of the talent they need. From TechCrunch:
Google says Hire is meant to help businesses do away with manually tracking candidates. “Hire and G Suite are made to work well together so recruiting team members can focus on their top priorities instead of wasting time copy-pasting across tools,” Google product manager Berit Johnson writes in today’s announcement.
How long until robots take over completely? While some people may be fretting this, we are not so sure that worry is justified. (Sorry, R2D2 and C3PO, we won’t need your resumes just quite yet.) On the other side of the issue some are hailing the coming of this technology as the dawn of a completely automated hiring process, others (like us) say not so fast.
Automation and artificial intelligence can only do so much when it comes to hiring
“Automation is certainly helpful, and technology has enhanced HR in countless ways,” says Tina Hamilton, PHR, president of myHR Partner, “but these things don’t replace the human act of understanding what an organization needs from a specific position. Artificial intelligence can’t draw upon experiences that people need to have in order to be able to accurately articulate what it is that a company truly needs from a candidate in the real world.”
Computers and applications are very good at doing repetitive tasks quickly and flawlessly. However, they aren’t as good at interpersonal matters, nuance, intuition, creativity and intellectual judgment. Real people living in real world are need for those functions.
From HR Technologist:
Machines cannot replace the emotional intelligence of a person. Occupations that require social skills or creativity or represent a high-quality personal service cannot be substituted by AI.
Attracting quality candidates still requires living, breathing people
There’s something more to be said for having a human hand, heart and brain involved in the hiring process, and that is this: people matter. How special does a candidate or applicant feel if your company only bothers to allow AI interaction with them up until and including the interview phase? Quality candidates can tell if they are dealing with AI or a automated response system, and those communications do not leave a warm and inviting feeling. At some point, a human interaction is needed to show authentic interest in your candidates. If that doesn’t happen, they’ll walk away and follow more welcoming and attractive opportunities elsewhere.
Are we saying don’t bother with automation or AI hiring process technology? Absolutely not! In fact, it is in the best interests of your company to keep up with the times and implement technology that frees your team up to do higher-level functions. Just don’t underestimate the importance of having real people managing the overall process. You could be missing or turning away great candidates if you do.
Happily humanized hiring with myHR Partner
Whether you are looking for a little assistance or a whole lot of help with your hiring processes, we are here for you. Our robot-free team of experts oversees all our hiring management services. Our fees are based only on the work we do, never on a per-hire basis, so your company’s best long-term interests are always our focus. myHR Partner also offers myHR DirectLink, our award-winning outsourced human resources services, to help you retain, nurture and optimize those great new hires, and your entire workforce.