[Academic] What AI tools are used in recruitment these days and what is the process (stages) behind it?

Hi Simon,

It’s great to see your interest in AI applications in recruitment; it’s a fascinating and evolving area! I’ll do my best to provide insights into the questions you’ve laid out.

1. Stages of Recruitment:
While the recruitment process can vary based on the organization and the specific role, a typical flow includes the following stages:

• Job Analysis and Posting: This involves defining the job requirements and posting the position on various job boards and platforms.
• Application Collection: Candidates submit their applications, which are then collected and stored in an Applicant Tracking System (ATS).
• Preselection: This stage often includes automated screening of resumes to find candidates that fit certain criteria.
• Initial Screening: This can be done via phone or chatbots, assessing basic qualifications and interest in the position.
• Interviews: This may include video interviews using AI tools that analyze responses or tone and in-person interviews with hiring managers.
• Assessment: Depending on the role, candidates might undergo assessments or tests to ascertain their skills.
• Final Decision: This includes evaluating interviewed candidates and making an offer to the selected candidate.
• Onboarding: Once a candidate accepts the offer, the process transitions to onboarding.

2. AI Tools in Recruitment:
There are several prevalent AI tools and platforms used in recruitment, including:

• Applicant Tracking Systems (ATS): Many systems like Greenhouse, Lever, and Workable now incorporate AI for resume parsing and candidate screening.
• Chatbots: Tools such as Mya and Olivia help in initial candidate engagement and screening.
• Assessment Tools: Platforms like Codility and HackerRank assess coding skills using AI-driven evaluations.
• Interview AI Analyzers: Tools such as HireVue assess candidates during video interviews to gauge responses using AI algorithms.
• Job Recommenders: AI tools recommend candidates based on historical data from resumes and past hiring patterns.

3. Stages Where AI is Used:
AI tools are commonly used in the following stages:

• Preselection: Automated resume screening and keyword searches (like “C#”) help narrow down candidates.
• Initial Screening: Chatbots conduct preliminary assessments via chat or voice.
• Video Interviews: AI analyzes engagement, tone, and even facial expressions during interviews.
• Post-interview Evaluation: Some tools help to aggregate feedback from multiple interviewers to aid in decision-making.

4. Observation of Flaws and Tool Preference:
Many recruiters have noted that while AI tools can significantly expedite the recruitment process, they are not without flaws. Common issues include:

• Bias in Algorithms: AI may inadvertently perpetuate biases present in historical hiring data.
• Loss of Human Touch: AI lacks the nuance and personal touch that human recruiters bring to candidate interactions.
• Over-reliance on Keywords: This can lead to good candidates being overlooked if their resumes don’t match specific terms or phrases.

The preference for traditional vs. AI methods can be mixed. Some recruiters appreciate the efficiency and speed that AI provides, while others prefer the personalized touch and intuition that human recruiters possess.

As for my experience, I’ve been involved in recruitment for [X years] in [medium to large-sized corporations], and I can say that combining both AI tools and human judgment tends to yield the best results.

I hope these insights are helpful for your thesis! Best of luck with your research and writing process.

Cheers,
[Your Name]