APAC recruiters are starting to welcome AI as a tool to hire quality job candidates – here’s why

AI may soon have a greater hand in sourcing higher quality candidates for companies.

The challenge of every company recruiter is singling out the most qualified candidate for the job, and it is not getting any easier.

But companies have increasingly been turning to articifical intelligence (AI) to make that process more seamless and productive. The good thing is, organisations no longer look at AI as making the role of a recruiter impersonal and robotic as they did in the past.

A survey by global organisational consulting firm Korn Ferry, conducted with 770 talent acquisition professionals, has revealed that the outlook for AI’s impact on drawing in high quality talent is largely positive.

Most Asia-Pacific respondents (76%) agreed that AI has allowed them to find candidates better suited for their jobs.

In addition, half of the respondents (51%) also concurred that the usage of big data and AI has lightened the burdens of recruiters. Top reasons include obtaining valuable insights (40%) and freeing up their time (34%).

“AI helps us dramatically enhance outcomes by reducing the time spent on sifting through large numbers of candidate CVs to find those best matched for a particular position,” said Korn Ferry’s managing director of APAC Regional Solutions Pip Eastman.

Nonetheless, some may not be as ready to adopt the technology in light of current recruitment practices and uncertainty.

For instance, 56% of respondents said that with greater attention paid to home-grown talent, more roles are taken up by internal candidates rather than external ones. Internal mobility programmes also favour candidates who have familiarity with the inner workings of the company.

Some of those surveyed (14%) have disclosed that AI has made their work more complex, with most saying they are unsure about what to do with the overflow of data.

“Recruiters need to refine their skill sets and work with the right kind of AI tools that will provide them with critical information such as compensation analysis and supply/demand reports on particular job categories in specific regions,” said Franz Gilbert, Korn Ferry’s vice president of Product Innovation.

“We use AI to provide hiring managers with tangible insights, not simply industry rules of thumb or anecdotal stories about similar searches.”

The future of AI still looks vibrant with the majority stating that they “have at least some understanding of how AI can impact the recruiting process” (78%) and are “excited about working with AI even more in the future” (78%).

It is now only a matter of time.