Will AI replace recruitment experts?

As artificial intelligence (AI) gradually penetrates every aspect of life, the question is: can this technology replace the role of recruitment experts, who play a core role in connecting people with people?

Since AI has become a strong presence in manufacturing and business activities, many industries have been and are facing the risk of being replaced. But with specific jobs such as recruitment, which are closely linked to understanding, communication and emotions, can AI really compete?

According to a report published in January 2024 by the International Monetary Fund (IMF), about 60% of jobs in developed countries, including Belgium, will be affected by AI, compared to 40% in the rest of the world .

Of these, half of the jobs could be significantly supported by AI through increased productivity, while the other half face the risk of being directly competed by technology, thereby reducing labor demand, wages, recruitment numbers, and even leading to the disappearance of some jobs.

It is worth mentioning that unlike in the past when technology mainly replaced repetitive, easily automated jobs, AI today is penetrating deep into fields that require high expertise.

In that context, can human-centric professions like recruitment, where communication skills and empathy play a key role, still maintain their position?

In Europe, AI is still in the experimental stage and has limited support in the recruitment sector.

In Belgium, AI is currently used only for profile recognition, CV screening, database management or job postings, says Joël Poilvache, regional managing director of human resources consultancy Robert Half. Robot interviews are rare, but the situation could change rapidly in the near future.

However, according to experts, AI has not, and probably cannot, completely replace the role of the recruiter. Instead, AI plays the role of a support tool, helping to save time and improve efficiency in repetitive processes.

Clarissa Pryce, a manager at recruitment firm Robert Walters, said AI should be used as a tool to augment human expertise. For example, with an interview summary tool, recruiters can focus more on listening during a conversation and still have a clear, coherent record to archive.

Despite the advancements in AI, the human element is still at the heart of recruitment. It is something that cannot be digitized. A face-to-face meeting, a glance, a smile or a handshake, seemingly small details can be decisive in the recruitment process.

“Usually, a recruitment ends with a handshake, an emotion, it is human contact. That moment marks the beginning of a working relationship. Therefore, the employer needs to build trust and friendliness right from the first meeting,” Mr. Poilvache emphasized.

The development of AI in recruitment is inevitable. However, this technology should only be seen as a supporting tool and cannot completely replace humans, at least in the present and near future.

Recruiters are not just "choosers," they are also people who inspire, connect, and understand candidates on a career journey.

“Technology can process data, but only humans can sense the emotions, nuances and depth in each candidate. That is what businesses always need,” Mr. Poilvache shared./.

(Vietnam News Agency/Vietnam+)

Source: https://www.vietnamplus.vn/ai-lieu-co-soan-ngoi-chuyen-gia-tuyen-dung-post1051403.vnp