Has AI Replaced the Recruiter?

The short answer is No.

We have been using AI (Artificial Intelligence) technology for at least 20+ years in the recruiting space. We use it to tag keywords, parse resumes, sort candidates, schedule appointments, and to rank roles that are appropriate for individual talent.

AI is simply a tool. It has definitely enhanced the abilities of recruiters and hiring managers to screen resumes, schedule the interviews, write job descriptions, and aiding in the ability to source talent for a particular geographic market. But it is not perfect as noted recently in Fast Company.

What AI cannot do is fully understand the human condition or experience. Recruiters who are skilled in the process of recruiting talent, understand cultural nuances, candidate desires, true individual skills, the voice and pitch when getting feedback. A capable recruiter is screening for what a candidate says and just as important what they don’t say. AI software cannot deliver in these areas as referenced in an article by STEM Search Group.

Not every role is a good target for using a third-party recruiter. Many of my customers are HR leaders themselves. For many of them recruiting is not something they enjoy. The process can be long, challenging and dealing with both internal and external personalities. There is also the frustration of getting to an offer stage and have the offer rejected. For many clients the decision to go to an outside recruiter comes down to they are losing time or have exhausted all current sourcing channels. Cost is one issue. They may not have approved recruiting budgets. We specialize in placing the “hard to fill roles” where there may be multiple skillsets required. Time is money and utilizing a recruiting partner will likely get you to the finish line faster and with a financial guarantee on satisfaction. The role may also be in a smaller market or working in an industry that requires specific experience. A trusted recruiter helps “block and tackle” all of these issues and delivers quality candidates in a timely manner who are ready to accept the role. We coach and “soft sell” the role to the candidate and the candidate to the potential employer. That process requires experience, talent, understanding of all partners, and most importantly, the industry knowledge and patience required to navigate the hiring process.

I recently spoke to the AAF Ad 2 (professionals 32 and under) leadership team at their Mid Year Retreat. I was joined by my friend, Carmen Graf at Indeed. Indeed is one of the best online tools for candidates and hiring managers today. I use the site when I am pressed for time and need to screen larger volumes of talent quickly. It doesn’t mean every candidate submission is the right hire but it does allow me and my team to do a deeper dive faster on the soft skills not listed in a resume. We shared with the team from Ad 2 it is important to utilize the AI technology and connect with trusted partners like myself. When I speak to many students who are entering the job market, there is a fear that the roles they are looking to take are going to be replaced by AI and I confess some might. The truth is I have seen about a 20% reduction in entry-level roles due to artificial intelligence tools and software in the last 18 months. That has been apparent on agency and corporate roles.

AI is effective at writing job descriptions and resumes. On the client side, it also is a powerful tool in preparing presentations, competitive analysis and extensive research. However, even at the entry-level, AI does not have the discernment of “what fits a particular client” or “what cost value relationships can be interpreted through the presentation”. I’ve explained to my clients I am not worried about AI. The tools are there to enhance and speed up the process. The release of the desktop computer in the late 80s early 90s did change the industry. Certain skill sets were no longer needed. The days of calling a “type house” or using a prepress house dwindled when the individual could do it themselves. However, it did not mean that the quality of the work improved with the tool. It still comes down to the user.

• Just because someone has a hammer, it doesn’t make them a carpenter.
• Just because a physician holds a scalpel, it doesn’t make them a surgeon.
• Just because you can pull a resume, it doesn’t make you a recruiter.

I embrace technology. I see the benefits. I want to stay on trend for myself and my clients.

When I had to have surgery a couple of years ago my surgeon used one of the best operating tools on the market. The Da Vinci Surgical System process had my surgeon seated at a computer while I was on a table with multiple robotic probes inside my body doing the surgical work. Scary yes (I was knocked out but anxious nevertheless) but most definitely effective. 5 smaller scars and faster healing.

For those of you who are considering using a recruiter for efficiency, trust, cost savings or to tap into markets that you may not have exposure, keep us in mind. We’ve been around for more than 30 years and it wasn’t just because we smiled nice.