With 17.1% of organisations in the country already harnessing artificial intelligence (AI), Thailand is second in terms of AI adoption in Southeast Asia, according to the recent IDC Asia/Pacific Enterprise Cognitive/AI survey.
From large-impact innovations such as self-driving cars, to minute user experience enhancements such as smarter auto-correct abilities, AI is becoming an integral part of our lives.
AI is also changing the game for recruitment. Current innovations have barely scratched the surface, with myriad benefits in store for organisations, candidates and recruitment consultants. However, before organisations rush to adopt AI-based recruitment solutions, they should consider the following:
AI has endless possibilities, but making them reality will take time. Understanding the market context, job seekers' motivations and employers' objectives are all essential to recruitment, and getting to this information can be the most challenging part of the process.
This information is not readily available on the internet, or on CVs or job descriptions. Obtaining it from job seekers and employers often requires a well-trained consultant to ask the right questions, in the right tone, at the right time.
AI-based solutions will certainly evolve to take on some of these functions. However, they require more testing, refinement, and most importantly, data, before they can deliver the same level of service as a well-trained recruitment consultant.
The required information exists, but is scattered across different tools, platforms and people. Processing and integrating all this raw data into actionable insights will take time.
We cannot just flick a switch with AI and expect immediate results. A key finding from AI sourcing research projects undertaken by the Robert Walters Group is that AI takes time to learn, often months rather than days or weeks.
ACCESS TO DATA
It is not only about the technology. As AI evolves, policies and regulations are changing too. In May this year, the European Union passed the General Data Protection Regulation to safeguard individuals' data. This may affect our ability in the future to rely solely on algorithmic, machine-based decisions that match job seekers with jobs, or test skills and use the results alone as a reason to exclude a candidate.
AI streamlines the recruitment process -- as do other solutions. Machine learning can move beyond basic keyword matching to enable smarter identification of strong potential candidates by cross-analysing experience and expertise, and past hiring patterns of recruiters and employers.
Robert Walters is actively testing a range of new AI-enabled recruitment applications. We are also testing various technologies, including chatbots, which promise to simplify the scheduling of interviews and meetings, and enhance the engagement of candidates before and after onboarding.
Such AI solutions will certainly help to streamline some of the most tedious processes in recruitment. However, organisations should also explore whether other existing solutions can do the same thing more reliably.
For example, the International Knowledge Measurement (IKM) tool, which tests for technical capabilities in specific areas, has been proven to shorten the screening process by 30-45 minutes. It also ensures the quality of candidates, saving more time later in the process.
AI will continually evolve to become better -- as will humans. Some see the rise of AI as the death of recruitment consultancies. However, this is not the first time technology has forced the industry to adapt. Job boards and LinkedIn are just some of the bigger shakeups we've seen over the past 10-20 years and our roles have evolved accordingly.
HUMAN VALUE-ADDED
The recruitment process will always involve human elements -- job seekers and employers -- and good consultants will always be able to offer value on top of what technology delivers. In the war for talent, employers need the help of recruitment consultants to tailor sales pitches to get the most sought-after talent on board.
Matching key words on a CV is one thing AI can easily help with. However, no algorithm exists yet that can match a candidate's aspirations, motivation and professional objectives -- something a good recruitment consultant is trained to do.
The best consultants do not see new technology as a competitor but as a tool that enhances the recruitment process. For instance, Robert Walters Thailand incorporates IKM assessment in a holistic solution for organisations hiring technical personnel, ensuring that they get a highly qualified candidate who is a good fit, in the most efficient and effective manner.
To Robert Walters, AI really means Augmented Intelligence. It is a tool that complements our existing knowledge and processes, enabling our consultants to help individuals and businesses even faster and better than before.
At the end of the day, employers need to keep in mind that the objective of the recruitment process is to hire the best available job seeker, efficiently and effectively. While AI can certainly help, it is often best leveraged together with other existing solutions, such as pre-screening assessment tools, recruitment consultancies, and more, to achieve faster and better results.
Julian Meissner is the IT manager at Robert Walters Thailand
