Undoubtedly, there’s a lot of fear around the recent advancements we have made in artificial intelligence. But how frightened should we really be?
There are fears of the unknown in terms of exactly how advanced AI can get, or fears of misuse by those with the wrong social priorities.
Those are complex topics for another day. But let’s focus on a very rational fear surrounding AI that has been pressing on many people’s minds – job loss.
Many jobs will certainly be eliminated by AI as they already have been, from self-service kiosks that have already replaced some cashier jobs, to the likelihood that some driving and banking jobs may be eliminated in the near future.
Many totally new, unprecedented jobs will be created, including AI sustainers who ensure AI systems operate as intended, AI explainers who help to educate business leaders on the technology, and AI trainers who teach AI systems how to perform.
Gartner reported that AI will have already created 2.3 million new jobs by the year 2020, including low, medium and high skilled positions and replacing the 1.8 million it will eliminate.
A New Way to Hire
AI is no substitute for human search professionals, but the technology is going to completely overhaul the people business, says Nachi Junankar, founder and CEO of Avrio. The way we hire in the coming years will rely more and more on AI to provide ‘on-the-spot’ hiring decisions. Let’s see what the experts are predicting…
By doing certain mechanical, repetitive tasks better than humans, AI is not always going to take jobs, but will certainly be taking work from just about every industry it disrupts – basically the work that no one wants to do.
Every other time in history that this type of disruptive technological advancement has occurred, humans have adapted for a net gain, and people are still working.
Is AI coming to take your job if you’re a recruiter? We don’t think it ever will for several good reasons.
The Diamond Cutting Analogy
The process of using AI-driven machinery to cut diamonds is similar to how AI has been used to handle top-of-the-funnel tasks that only define a small portion of a recruiter’s job and value to a firm.
Diamonds don’t come out of the gem mine looking like beautifully cut jewelry. There’s a specialized and intricate process that is required to cut a rough stone into a faceted gem.
The advent of AI guided laser-equipped diamond cutting machinery has made this process a whole lot easier for diamond cutters, who used to painstakingly cut every angle by hand.
When machinery is available that can speed up the process, without sacrificing quality, and ensuring scalability, then using machines to cut diamonds is obviously beneficial for diamond companies.
Undoubtedly, this advent has eliminated some of the work involved in creating diamond jewelry. But it still takes a creative human mind to sell the diamond.
Because recruiters handle the “selling” aspect of recruiting (as well as many other roles in candidate sourcing) AI is only replacing a relatively small and redundant portion of their work.
Jobs of the Future: Skills You Need to Stay Relevant
‘Once you stop learning, you start dying.’ This statement was quoted by Albert Einstein and it still applies to several areas of our Lives. New jobs are now being invented overnight. We need to think about the skills we’ll need to learn today in order to have a better future tomorrow.
The Handmade Suit Analogy
Recruiting has a repetitive, non-creative aspect (like diamond cutting) – sorting through resumes, deciphering different formats, searching for credentials, and matching resumes with jobs.
The second aspect is the creative, unique, and human side (like handmaking suits) – candidate engagement, facetime, connecting with the individual, fostering short and long-term relationships between the candidate and company, and judging candidate strengths through intuition.
AI isn’t going to eliminate recruiting jobs because it is here to streamline the first aspect – that painstaking process that is similar to how diamond cutting used to be before machinery advances.
Resume screening and job matching require no facetime, yet they are tedious — in fact they are so tedious that recruiters only have 6 seconds on average to devote to each resume.
Avrio AI Let’s People do What They Are Best At
It’s okay to let a machine do the work of resume screening and matching, because we should let machines do what they are good at and let people do what they are best at!
Machines can do this role millions of times faster, and arguably better (by eliminating biases and human errors) while recruiters get to maximizing their impact on the critical human component of recruiting.
It’s a win-win situation and it’s why so many companies have been utilizing AI to get ahead of the competition and ignoring the unfounded fears surrounding it.
While many companies are still bogged down by the redundancy and inefficiency of manual resume sorting, others are building impactful brands and unique candidate experiences that are driving word of mouth interest and setting them apart.
So what now?
Look at your recruiting process and decide what should be “machine-made” and what should be “hand-made.”
Human recruiters will always be good at selling your company, engaging your candidates, and creating a memorable experience just like a tailor selling their suit products.
AI is good at the redundant tasks – unbiasedly picking solid matches from thousands of resumes using sophisticated algorithms and machine learning to get better and better at this task.
Humans can see the big picture and connect with people, and as a result we believe that they will always be in demand in recruiting.
AI is here to do the repetitive and non-creative work, not threaten your job security, and it lets you hang tight with the competition or beat them out entirely!
Andrew W. Mitchell, Managing Editor
Contributed by Nachi Junankar, CEO of Avrio AI – Avrio AI uses Artificial Intelligence and Machine Learning to gain a comprehensive understanding of a job’s requirements and combs through candidate databases to evaluate fit. Using the power of data, Avrio is capable of evaluating talent at scale and dramatically reducing the time recruiter’s spend qualifying candidates. Original post here.