What impact will AI have on recruitment in 2024?

The first question my colleagues have asked me to write about this year is, ‘What impact will AI have on recruitment in 2024

So, another very big question!

In simplistic terms, our sector is driven by 3 key cycles: our clients, our candidates, and our consultants. Whilst they are not distinct and there is significant cross-over between all of them there are unique elements to workflows and interactions in each. I won’t take each one individually, but I will highlight some areas where we are already seeing AI in use and how it is coming into play.

1. Job descriptions/adverts – many employers and recruiters are trialling the use of the likes of Chat GPT to write job specs and adverts. There is an obvious time-saving benefit here, and in some cases, the quality is perfectly good, but it is really important that the advert is then proof read and also personalised. AI currently relies on generic information it is taking from the internet and will not provide personal elements related to company culture, personality, and insider knowledge.
2. CV preparation – candidates are often turning to AI to support their CV writing and creation of digital profiles. We have all seen how professional headshots can be created through the use of AI for example. My advice here is to remember that a CV is a personal document that needs to reflect you, and really importantly, it should always be written specifically for the role you are applying to. As above, while AI can help, it shouldn’t be relied upon.
3. Market research – whether it is candidates or clients researching businesses they are applying to and working with, AI can play an important role in finding out basic information quickly. It is important to remember that, as previously referenced, it will only provide information it can find on the internet. Research should always go much deeper than this and explore the culture, people, and the EVP of an organisation.
4. Data analytics – we are seeing companies use AI to generate really powerful information around their talent strategy, helping to make decisions in this area. Whilst the industry has always had a lot of data, only fairly recently has it started to really look at how it can use this for the benefit of all stakeholders. I think this is a really exciting area that AI will help moving forward.
5. Taking over – recruiters are ‘on the list’ of jobs that could disappear with the march of AI. Whilst there is no doubt that it will have an impact and there are elements of the role, as noted above, that will change, the piece missing is the human element. Ultimately, we are dealing with people, and finding the right cultural fit for a candidate and client is the most important part of our role. Skills have long been able to be assessed through various tests, the ‘fit’ has always needed personal interaction. This is why I keep coming back to the importance of relationships in our industry.

So in conclusion, while AI will have a significant positive impact in 2024, which we should embrace, this should be blended with our true consultancy skills to get the best outcome for all of our clients, candidates, and colleagues.