The speed of technological developments continues to increase and businesses are mostly the first to try and leverage these developments with the goal of improving both the quality and the (cost) efficiency. As technology develops, the possibilities and capabilities of technological features enhance as well. The digitization of the recruitment process is such an example. Businesses claim this blended recruitment process is a fair and efficient way to handle the ever-growing number of applications. However, is this technological interference in recruitment processes truly a positive trend, or are the downsides of this development predominant?
The process designs vary but more and more businesses started to implement computer-based assessments for applicants in varying degrees. A survey by the Institute for Student Employers (UK) has shown that only 30 percent of the companies still use face-to-face interviews in the first stage of the recruitment process. The majority employs psychometric test and gamified assessments are on the rise. However, according to Randstad’s managing director, the COVID-19 crisis even increased the speed of this course towards a digitized recruitment process; less face-to-face interviews and more psychometric assessments.
Despite the fact that companies positively rate this increasingly digital process due to the speed, cost efficiency and the capability of handling large amounts of applications, the underlying assumptions of most digital assessments are not yet proven. Moreover, applicants generally complain about the digital processes, which can negatively influence the image of the company. Furthermore, there have been complains by authorities and scientists among others, about the risks of biases in the digitized recruitment processes, especially processes powered by AI technology. There are cases of start-ups using metrics such as facial expressions to assess whether an individual is suitable for the position. However, there exists little to no evidence on whether or not these metrics are actually related to the performance of an employee. In fact, the use of such measures could obviously lead to unethical decision making processes.
In short, where the digitization of recruitment processes should improve the quality and fairness of the process, it seems like it mainly benefits the company. Despite the fact that the digitized recruitment processes are not polished yet, the COVID-19 crisis forces companies to digitize even more. This transition will probably not be pretty, but hopefully it will improve the overall quality of the computer-based assessments.
How is your experience with digitized or blended recruitment processes? And how will the COVID-19 crisis affect the quality and fairness of the digital recruitment processes?
References
Jack, A. (2020). Will recruitment ‘gamification’ drive diversity or replicate biases? Accessed on the 26th of September 2020 via https://www.ft.com/content/b24a7e9e-a1c1-11ea-b65d-489c67b0d85d
Tan, S. (2020). Hiring process goes online amid Covid-19 pandemic; job seekers may face longer wait and more competition. Accessed on the 26th of September 2020 via https://www.straitstimes.com/singapore/manpower/hiring-process-goes-online-amid-pandemic
Ang, J. (2017). Digital recruitment decoded. Accessed on the 27th of September 2020 via http://www2.humanresourcesonline.net/features/digital-recruitment-decoded/
Hi Quint,
Interesting read! In terms of using psychometric tests and gamification tasks for the first round of the application, it is very hard to assess the biases that could be associated with this. But, in terms of facial expressions as a metric, it is hard to argue that this could lead to problems. AI is vastly more advanced in reading emotions than humans and so the opportunity to connect this to optimising a process, makes sense. I think people are quick to judge and question the ethics of AI or the biases behind it. In my opinion, humans are not perfect, so as long as AI is even a little bit better at being fair when it comes to hiring employees then I think it is a step in the right direction. What do you think?
Hi Quint,
Interesting article you got here.
I personally am in favor of digitizing recruitment. In order to explain why, let me highlight 5 main benefits the latter has.
#1: Improved Candidate Experience
By digitizing recruitment, a company is able to improve the candidate’s experience. Indeed, thanks to digitization, a candidate is now able to apply to a company’s job positions via multiple tools (mobile phone, computer …) simply by linking their LinkedIn profile for example. This extensively simplifies the previously long and complex standard process. Furthermore, digitizing recruitment enables a better overview of applicant’s status at virtually any time, like tracking an order. It almost feels like the candidate’s journey is completely transparent and timeless.
#2: Reaching more candidates
Another benefit of a digitized recruitment process is that more candidates around the world are reached, and thus further encourages diversity. Furthermore, a company is now able to actively research and look out for potential customers on platforms like LinkedIn.
#3: Automation of repetitive tasks
Recruitment is a long, intense and time-consuming process, but by digitizing this process via digital tools one is enable to automate screening of application forms and thus eliminate candidates who are not « eligible » right away. Therefore, it can save precious time and effort. Additionally, digitization enables a more centralized process, as it gather all the information in a single place vs. paperwork and spreadsheets.
#4: Data-driven decision making
Through recruitment digitization, it is easier to collect and analyze data on the effectiveness of the recruitment process. Thus, HR is able to select and keep the most efficient strategies and more importantly select better candidates which will improve the company’s quality. Finally, you will be able to use these insights to make better decisions and improve your hiring process, making it more time and cost effective.
Benefit #5: Lower recruiting costs
Finally, all the previously mentioned benefits enable to lower recruitment costs. Indeed, through digitization, a company is able to automate repetitive tasks, save time, effort and thus make recruiting more productive and cost effective.
Cheers,
Sacha
Reference: https://recruitingheadlines.com/top-5-benefits-of-digitizing-your-recruitment-process/
Hello Quint,
unlike the previous comments I do think digital recruitment is tricky. In the past companies like google and facebook have admitted that their AI based recruitment processes turned out to be biased and in fact were more discriminating than humans. This was due to the fact, that the data the AI was fed to learn was based on human decisions. These decsions were biased and thus the AI learned to discriminate against women and people of colour. Therefore, I think it is difficult to develop and AI that is fair and just in it reruitment assessment.
Further, humans like human contact. Having an AI assess an interview could give the applicant the impression that the company is only interested in their performance and how they can increase the efficency of the company and not in the applicant itself. Applicants wcould not connect with the company and find out if it is a cultural fit.
Additionally, I am not convinced, that it increases the speed of the hiring process. In my personal experience I always had quicker feedback when the application went directly to a person and did not enter a recruitment tool.
Therefore, I think there are still many challenges for AI recruitment and I am curious to see how it wil develop.
Thank you for such an interesting topic!
Best,
Jeanette