Artificial Intelligence vs. Human Intelligence

our consultant managing the role
Posting date: 7/4/2018 10:55 AM

With Linkedin being full of ‘recruitment bashing’ and many backing the extinction of recruiters because of the latest advancements in AI and Machine Learning  I thought  I’d share why a computer  can never replace the human interaction and emotional intelligence that good recruiters can bring to the table.

Note the term ‘good recruiters’. Quite important to this article. Recruitment  is a highly  populated, saturated market whereby anybody with the access to a phone and laptop can ultimately become a recruiter or start a recruitment business. As someone utilizing the services of a recruiter, it is in your best
interest to be stringent and identify those that fall under the ‘good recruiter’ bracket. Be selective over who you work with and build fewer relationships but with those market experts that know your relevant industry inside out. You will find that both your opinion and customer experience will improve significantly.

Numerous companies have been emerging that focus on eliminating the process of the recruiter. Many modelled on a platform basis connecting direct employers with potential employees. Using data science models and machine learning to automate interview processes and create a better ‘match’ between hiring partners  and candidates with the view  to eradicate human error. Thus, removing  the need for a recruiter.

Guess what? Recruitment becoming extinct isn’t a new topic. In the 90s job boards were introduced and everybody thought that was going to remove the need for the recruitment industry. Wrong. Recruitment evolved. Then Linkedin becomes a platform with the potential to connect everybody worldwide on a professional basis. Again, the same trumpet blown. Why would you need a recruiter? And again, recruitment survives.  It just evolves.

A robot cannot develop personal relationships with you, become a friend rather than a recruiter, go for a beer, become a trusted partner that you value, demonstrate emotional intelligence, carry out salary negotiations on your behalf or selectively filter certain information (Yes, I said that), not because it is unethical or trying to scam you but because it is in the best interest for both parties to come to an agreement. Full knowledge isn’t always best. Would you want to know everything that your partner said about you to their friends? Probably not. Furthermore, when hiring most will agree that 50% is based on technical capability and skill set, the remaining 50% on cultural fit, work ethic, attitude etc. A machine cannot assess an individual’s ability to fit in with a team. The humanized touch is something that cannot be replicated or replaced.

Features on the left-hand  side of that comparison sheet are vital during  any job search.

A couple of interesting  conversations  this week. One where  a senior level  candidate  (C-level)  believed that an ATS (Applicant Tracking System) had some form of algorithm in place to automatically review a resume and assess suitability for a job. Now, there may be an ATS out there capable of doing  this but I have never used one. In the three recruitment companies I have  worked  with, every  consultant has personally reviewed every resume that is submitted in relation  to a job. Granted, reviewing  each resume only takes around  30 seconds of my time but  that’s because I know my market inside out and know exactly what  clients are looking for.  The  second conversation  was  around  robots  conducting brain surgery. A robot is now capable of carrying out an operation that takes a surgeon 2 hours in 2.5 minutes which sparked some research on my side. That research led to me finding out that there were 144 deaths during robot-assisted surgery, 1,391 injuries, and 8,061 counts of device  malfunctions  between  2000- 2013. The question posed here is around human error vs computer malfunction. Sure, that was four years ago and technology has advanced since then but  personally I would opt for  a brain surgeon  carrying out my operation  any day.

I like to relate things back to dating as it’s always a hot topic in the US. Let’s look at Tinder as an example
– an algorithm based app ultimately matching you with your future husband (or hook up). Yet, most people that I ask about dating apps would always say the same thing – “I’d much rather meet a guy (or girl) in a bar.” Why? Because the initial chemistry stimulated from human interaction is far greater than that achieved by an algorithm.

Advancement in technology isn’t always a good thing. The  modern  world  for humans is about adaptation and evolution. The recruitment industry will not become extinct but it will evolve  into a different  model than its current state.

You always trust your friends to do best by you. Build friendships with recruiters  that know and understand your market and in turn this will develop strong business relationships when the time comes that you need their services.


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