How Much Automation is Good in HR Software?
From smart menus to HR software, it seems like nearly everything is suddenly using machine learning. Regardless of whether or not you think Artificial Intelligence and machine learning are just buzzwords, they’re certainly making their way into every aspect of our lives.
Case in point: I came across a post on LinkedIn where someone had gotten a text from a recruiter about answering some preliminary questions ahead of an interview. The candidate had mistakenly typed for the recruiter to “go away” which automatically removed her from the hiring process.
You see, it wasn’t actually a text from a recruiter. Instead, it was a clever bit of automated HR software designed to look like a person.
While this story has a happy ending, it isn’t always that way. So how much automation is too much when it comes to hiring?
The Case for Automation in HR Software
Leveraging machine learning in your HR software is a great way to free up time to work on more important tasks. No one likes to spend hours scheduling interviews, after all.
Machine learning like GoodTime just makes scheduling easier. From soft conflicts like one-on-ones or happy hours to hard conflicts like meetings with clients, GoodTime’s software is able to read all of your interviewers’ calendars and determine which are which and give your recruiting coordinators a variety of options for scheduling. It also puts your candidates in the driver’s seat with candidate-driven scheduling– thereby eliminating that back-and-forth!
It’s a lot easier than writing down everyone’s availability and trying to make it work. And, on the off chance that an interviewer cancels, GoodTime’s software will automatically give you options for replacement interviewers.
Diversifying panels is another aspect that can be automated. Diversity and inclusion in your hiring process affects all aspects of your organization. While some recruiting coordinators might already know which interviewers are diverse, it’s much better not to assume and allow HR software to take charge.
The Case for a Human Touch
Remember Amazon HR’s AI recruiting tool? The one that was found to favor male applicants due to the resumes that it was trained on (which happened to be mostly male)?
When it comes to reviewing resumes and communication with candidates, a human touch is still necessary. While there are a lot of biases that automation will hopefully eliminate, the technology just isn’t there yet for it to be a viable option.
In theory, chatbots are a way for recruiters to quickly and automatically send answers to common questions that candidates ask. They keep up the appearance that a recruiter is involved even though they aren’t. However, as our own CEO found, talking to a chatbot sometimes takes even more time than just speaking with a human recruiter.
On top of that, as I saw in the LinkedIn post I mentioned earlier, using a bot to talk with candidates often results in headaches when someone sends a typo!
There are a lot of aspects of the hiring process that benefit from machine learning and AI but there also many portions of it that just can’t be automated. Leveraging platforms like GoodTime to free up your time will enable you to focus on what can’t be automated!