The Pros & Cons of AI Recruiting Technology

By Michael Rispoli On August 8, 2023 · In Hiring Advice

Updated: August 8, 2023

In today’s digitized hiring landscape, artificial intelligence (AI) recruiting software is swiftly becoming the norm for companies worldwide. According to Zippia, 67% of recruiters surveyed say AI has improved the hiring process in 2023. The use of AI has grown tremendously over the past several years and continues to gain traction in the recruitment industry.

This article explores the good and bad that can come with using new AI recruiting tools and technology in the search and hiring process. We’ll focus on two of the biggest AI recruiting tools: Google BARD vs. ChatGPT, and learn how they measure up against each other.

The Rise of AI Recruiting Software

The explosion of AI recruiting software has revolutionized the way organizations find, attract, hire, and onboard IT professionals. With advanced algorithms and machine learning capabilities, these innovative tools have streamlined the recruitment process, making it more efficient, cost-effective, and inclusive.

AI powered recruiting software leverages natural language processing (NLP) to analyze and understand job descriptions, resumes, and candidate profiles, enabling recruiters to quickly identify the best-fit candidates for a position. AI  also automates repetitive tasks like resume screening and scheduling interviews, freeing up hiring managers’ time to focus on building relationships and evaluating the most suitable candidates.

These systems can tap into vast talent pools, both internally and externally, providing a wider range of qualified candidates and reducing bias in the selection process. The explosion of AI-powered tools will continue to transform the hiring landscape, offering organizations a competitive edge in attracting top talent in today’s fast-paced and digital-driven world.

AI Recruiting Technology: The Good

AI recruitment tools unlock numerous advantages for enhancing the recruitment and hiring process.

Improves Efficiency

AI recruiting technology helps talent acquisition professionals with hiring efficiency through task automation like resume screening and interview scheduling. Advanced algorithms quickly identify the best-fit candidates, reducing time-to-hire. It taps into extensive talent pools, providing a broader candidate selection. This streamlines workflows and enhances the overall hiring experience.

Advanced Insights & Data

AI recruiting tools offer advanced analytics and data-driven insights. They analyze large amounts of data, providing valuable information on candidate profiles, engagement, conversion rates, and time-to-hire. These tools offer predictive analytics for assessing candidate success and performance.

They also help identify areas of improvement and optimize the talent acquisition process. AI recruiting tools empower recruiters with actionable insights, enhancing decision-making and efficiency.

AI Recruiting Technology: The Bad

Not everything about AI recruiting technology is perfect. There are some important drawbacks to consider when using such technology.

Lack of Human Touch

AI recruiting tools, while beneficial in many ways, lack the human touch in the hiring process. Automation and algorithms can lead to a less personal and empathetic experience for candidates. The absence of human interaction and the potential oversight of nuanced communication may impact candidate assessments.

Balancing automation with maintaining a human touch is crucial to ensure a positive candidate experience and uphold the values of empathy and connection.

Overlooking Interpersonal Skills

One concern when using AI recruiting tools is the potential oversight of the importance of interpersonal skills and subjective evaluations. While these tools excel at analyzing data and identifying specific qualifications, they may struggle to assess intangible qualities such as communication, teamwork, or cultural fit.

Interpersonal skills play a significant role in the workplace, impacting collaboration, leadership, and overall team dynamics. Subjective evaluations, such as assessing a candidate’s motivation or potential for growth, require a nuanced understanding that algorithms may not fully capture. Relying solely on objective data and predetermined criteria can limit the holistic assessment of candidates.

Google BARD vs. ChatGPT for Recruiting and Hiring

Both Google BARD and ChatGPT have various uses in the recruiting and hiring process and can bring efficiencies. However, the two tools focus on different aspects of hiring and have unique capabilities. We’ll dive into the differences between Google BARD vs. ChatGPT below.

Google BARD Reduces Bias

AI recruiting technology reduces bias in the hiring process by leveraging machine learning algorithms to focus on qualifications and skills, disregarding personal characteristics. It promotes fair and inclusive evaluations, anonymizes candidate information, and fosters equal opportunities for all. Continuous monitoring and refinement of any AI tool is necessary to prevent the inadvertent perpetuation of bias, especially when using Google Bard’s AI tool.

Google BARD (Bias and Fairness in Recruitment and Development) is an innovative tool that focuses on addressing bias and promoting fairness in the recruitment and development processes. It is designed to help organizations mitigate biases and create equal opportunities for job applicants.

One of the key features of Google BARD is its ability to analyze and provide recommendations for potential biases in various stages of the hiring process. This includes identifying bias in job postings, ensuring that the language used is inclusive, and does not unintentionally discourage certain groups from applying. It also examines the application screening process, ensuring that candidate evaluations are fair and unbiased.

Google BARD provides insights and recommendations for candidate evaluation, helping organizations consider a diverse range of factors beyond explicit qualifications to ensure a comprehensive and fair assessment. By leveraging Google BARD, organizations can proactively address biases and foster a more inclusive and equitable recruitment and development environment.

ChatGPT Assists with Candidate Interactions

ChatGPT, a more conversational AI model, plays a valuable role in assisting with different stages of the hiring process. ChatGPT excels at initial candidate engagement, providing an interactive experience for potential candidates. ChatGPT can engage in conversations, answer frequently asked questions, and provide relevant information about the organization, job openings, and application processes based on the information it is given. Its natural language processing capabilities allow it to understand and respond to candidate inquiries accurately and promptly. The disadvantage of this approach is that it cannot provide the human touch of emotion in the conversations and may not be able to answer some of the questions candidates ask. However, it is a good option to increase efficiency and save time answering candidates’ simple questions.

This innovative system can automate certain administrative tasks, such as scheduling interviews, saving time for both recruiters and candidates. By streamlining communication and automating routine tasks, ChatGPT hiring enhances the efficiency and effectiveness of the hiring process, allowing recruiters to focus on more strategic aspects of candidate evaluation and selection.

Should You Use AI Recruiting Software?

Deciding whether to use AI recruiting software depends on various factors and the specific needs of an organization. AI recruiting software offers numerous benefits, such as increased efficiency, reduced bias, access to extensive talent pools, and advanced analytics. It can streamline processes, automate repetitive tasks, and provide data-driven insights to support decision-making.

However, it is essential to consider potential drawbacks, including the risk of algorithmic bias and the potential lack of human touch. Organizations should carefully evaluate the capabilities and limitations of AI recruiting software, ensure transparency and fairness in its implementation, and consider how it aligns with their values and objectives. It may be beneficial to strike a balance by combining AI tools with human judgment and personalized interactions to create a comprehensive and inclusive recruitment process.

The decision to use AI recruiting software should be based on a thorough assessment of its benefits, limitations, and alignment with the organization’s unique requirements.

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