With the development of more technology and computer algorithms focused solely on recruitment and finding you the ‘perfect’ candidate, what is to say that the need for physical recruitment consultants won’t cease to exist? Many people may be jumping for joy at that prospect!
For one, the cost could be hugely reduced for end users of services. If it were the case that the same candidates would be put forward at a fraction of the cost, surely it’s a no-brainer? Realistically, for most companies, the fee would be a factor in the decision nearly all companies would take the financial aspect of staffing into consideration, particularly when the cost can be avoided. There are also arguments that AI can compile the perfect list of candidates from previous hires, social media profiles and CV’s. However, there is a lot more to a person than merely what they write on their CV and as shown by the controversial experiment by Microsoft in 2016, AI algorithms could risk some nasty consequences! In an effort to communicate more with millennials, the Twitter profile created to mimic a teenage girl ended up tweeting offensive statements…definitely not what Microsoft had intended!
Despite the advancements in technology and the potential it has, you can’t take away from the fact that recruiters (when done in the right way) have a) a whole host of experience to draw from when they are talking to a candidate and b) human interaction can provide more information than a CV, social media and trends ever could! The long and short of it is that, as with anything, recruitment is not a black and white approach. There are areas where experience, company knowledge and an understanding of people come in to play that, in our opinion, cannot be replaced by a machine.
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