The advantages and disadvantages of artificial intelligence in recruiting

Oftentimes, people make decisions based on prejudice. Age, gender, appearance or origin continue to play a very decisive role in the recruiting processes. With the purpose to eliminate and avoid discrimination in the application process, artificial intelligence (AI) should be used and this practice has become more and more important in recruiting.

Artificial intelligence deals with applications or methods that enable computer systems or machines to perform human-like intelligence services such as learning, judging and problem solving.

Tasks such as reading and analyzing CVs, judging whether a candidate is suitable for a company, communication between a candidate and a company as well as the candidate’s future with regard to his or her further development in a company are carried out in the traditional recruiting process. Such tasks are carried out entirely by either the recruiter or the company.

Attempts have been made to integrate AI more and more into the recruiting processes over the past few years. Recruiting work processes are being digitalized to facilitate reading a CV, for example. Due to digitalization, processes have become faster, however, this does not mean that they have been designed to be simpler and more intelligent. Artificial intelligence has to be applied.

The advantages AI poses in connection with a given recruiting process are as follows:

1. Objectivity and transparency

If the AI has been defined by a given assessment criteria in the application process, this will lead to a more objective evaluation of the candidates. The objectivity and transparency of any artificial intelligence assessment will raise awareness amongst applicants about the existing level of fairness.

2. Advantages for a company

Companies will then work more effectively and efficiently because artificial intelligence is able to collect, collate and analyze huge amounts of data in seconds, which takes much longer for a single recruiter to do.

3. Continuous improvement

With every incoming application, the AI is able to improve and adapt itself to make the application process even more effective for the company.

Nevertheless, there are some disadvantages that make recruiters and also companies think about whether artificial intelligence should be more and more involved in the recruiting process:

1. Mistakes by the AI

In the event an employee makes a mistake, this can be easily corrected through a feedback discussion or otherwise be dismissed. With the artificial intelligence, on the other hand, to correct an error becomes more complicated and ways to deal with an AI employee should be sought.


2. Occupational psychological aspects

Work processes will be automated in most company areas in the near future. As a result, employees‘ permanence in the company is therefore threatened. This leads to job insecurity and can have negative health and organizational consequences for the employees.

3. Technical requirements and acceptance

Artificial intelligence is implemented in machines and computer systems so that technical problems can occur. The guarantee and assuredness that a technical, intelligent system will work is still very unclear.

It may also happen that company’s applicants may refuse to be assessed by an artificial intelligence device thus damaging the company’s image.

From the advantages and disadvantages point of view it’s clear that digitalization has taken its first steps in the artificial intelligence universe and it is offering a promising future for effective recruiting. Other factors, however, such as the possibility of technical failure, are key as AI is still in a developmental stage and must undergo different test phases in order to perform as an independent recruiter in the future.

Acensblue as a recruiting and headhunting specialist, as well as a recruitment consultant, will be more than happy to assist you in making the right personnel choice for your company. For more information please contact us by e-mail or visit our website.

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