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Three Reasons why Artificial Intelligence can’t replace United Kingdom recruiters

Three Reasons why Artificial Intelligence can’t replace United Kingdom recruiters

It’s almost impossible to look online these days without seeing ‘AI’ or ‘machine learning’ plastered all over the place. That’s not a bad thing of course – we live in exciting times technologically. There’s already a plethora of advanced recruitment tech solutions in the United Kingdom jobs market, claiming they can do everything from interviewing candidates better than a human to sifting through CVs to pick top applicants. We hear a lot about the advantages, but are we talking enough about the potential downsides?

We’ve all heard the predictions that AI could replace human recruitment specialists, or that United Kingdom HR could end up a fully automated process. While there would be a certain amusing irony in seeing an HR department run entirely by machines, the human element of recruitment and HR practice is only likely to get more important, not less. Understanding the importance of the ‘human factor’ (which includes soft skills like emotional intelligence and decision making) in recruitment is also the key to highlighting and understanding the potential risks that an increase in AI automation brings with it.

Here are three potential problem areas that could cause major issues for United Kingdom recruiters and jobseekers alike if we’re not careful how we assess and implement up and coming technology.

Automated Recruitment can be Exploited

We’re all getting more tech-savvy, and thanks to the internet, as soon as a new piece of tech or software is out there, it’s often a matter of hours before someone has worked out how to hack, break, or modify it. United Kingdom recruitment technology is no different, and ATS systems are the perfect example.

Research conducted by found that 88% of candidates who are aware of applicant tracking systems have attempted to optimise their CV. That’s normal enough, but one in four those aware of ATS have also tried to game assessment systems.

The study also found that:

57% of candidates go for quantity over quality when applying for jobs
42% worry that tech might screen people incorrectly

This combination of distrust in recruitment technology and the desire to get ahead in the hiring process by any means necessary means job seekers have started using a variety of measures to try and manipulate the recruitment process in their favour. Some tactics include:

Searching online to see how other people got hired at the same company, or for a similar role.
Using keywords or buzzwords that they know will get their CV search hits from an ATS or automated system. Exaggerating or lying about a previous experience on a CV.
Cheating on skills or psychometric tests.

While the percentages of surveyed candidates using these methods wasn’t that high, it is significant. Just one example of why recruiters can’t rely on technology alone to choose applicants.

Original article produced by Graham Hirst at the Clicka Jobs news team. Read part II of this article here