Artificial Intelligence’s efficiency proposition for talent acquisition teams is undeniable. Organisations, however, need to not only be efficient, but also ethical. In this 3 part series, based on the Acolyte whitepaper It is ethical to apply AI to recruitment, we will take a look at how artificial intelligence is being applied to recruitment and the ethical challenges that are being. In part one we are exploring the impact of AI on candidate sourcing.
How can AI be applied to Sourcing?
AI can be applied to sourcing in three key ways:
- Programmatic Hiring (using AI to inform the placement of job adverts)
- Automated Social Recruitment Marketing (using AI to serve job ads to target audience in social spaces)
- AI-driven Head-Hunting (using AI to enable a full search/head-hunting approach for all roles)
What is the AI doing?
Mapping and evaluating your potential target talent market and/or helping to deliver your messaging directly to the target audiences
Does AI make sourcing more or less ethical?
Programmatic hiring is all about cost efficiency – ensuring that you optimise return on your advertising investment. Arguably advertising programmatically is no more or less ethical than advertising traditionally – some people will see your advert, and some won’t, the difference is that you will have a stronger ROI.
Automated Social Recruitment Marketing is typically used to target messages to specific populations. Either those who have skills/interests/experiences of particular relevance to an employer, or those who share target characteristics (e.g. under-represented groups from an EDI point of view). Because there is a conscious intention to include some groups at the exclusion of others, it could be argued that it is unethical, but because the driver is typically to address previous imbalances, it is generally considered socially acceptable.
There is no question, however, about the ethics of AI-driven Head Hunting. Using automation and Artificial Intelligence to map the total candidate population for a potential role, not only provides data and insights to make more informed talent decisions, but also ensures that the widest possible target talent pool is made aware of, and has the opportunity to consider, opportunities. It also enables you to understand the characteristics of that target talent pool so that you can adjust your EVP appropriately.
DOWNLOAD THE FULL WHITEPAPER
Read part 2: AI for Candidate Assessment
Read part 3: AI for Recruitment Process Management