Will the Artificial Intelligence ever replace or drastically reduce the number of recruiters in order to improve the hiring process? Well sooner or later that will happen for sure.

In the future we might be interviewed by robots.

I know is too early to talk about this idea, but for sure we are going in that direction. And honestly I can’t wait to see it happening. When people in general go to an interview to get a job they are very much loaded with emotions and still on the way to the interview the candidate has a lot of strategies in his mind how to lie in a very credible way and try to look cool and to show that he master the situation, hoping that he/she will convince the interviewer to accept the candidature. The interviewer on the same way he also tries to look very sure in everything he says and even try to dominate the candidate, so that at the end when he asks the candidate if he/she has a any specific question, the candidate to just answer: “no it’s ok, everything’s fine” . This is crap, Artificial Intelligence should definitely come in place. It is still at the early stage of development but for sure is coming in the next decade.

Now, I don’t say that companies don’t need recruiters at all, but they should not be so many recruiters involved in a hiring process. There are already companies which started to use the AI for recruitment process. These tools offered by AI are there to help but not to completely replace the humans. These are the so called AI-Powered chatbots.

Now why is this good. Well …there are many advantages versus the job done by recruiters. First of all a human recruiter can do a lot of mistakes, and actually they do a lot. I will write about this too, in another future post. Therefore I will name just few of the advantages delivered by AI-Powered chatbots as follows:

  • The AI-Chatbot never sleep, so no matter when or how many candidates they are checking, those AI-Powered chatbots are never tired.
  • They can conduct a basic screening so you can only engage with the most qualified candidates
  • They can capture a job seeker’s contact information so you can follow up later.
  • A robot will assess candidates only based on the candidate’s answers, there are no emotions involved.

As soon as the technology advances those things will be applied more and more in the recruitment process.

Now, let’s come back to our dear incompetent human recruiters. Well…I apologize, if I am too tough in my words but I can not find another word for that. I’ve been to a lot of interviews so far and I have never met a really professional recruiter which actually knows what is going on. Those guys are actually the first in a company trained to lie and fake the reality about the company. In fact at a face to face interview which usually takes let’s say between 30-40 min, this is a contest of lies. Everybody lies at the interview for a job. The candidate lies, the company representative lies. But the biggest filthy liar is the company itself by its representatives during the interview.

A continuous recruitment process shall not exist at all. I don’t say it must never be conducted, I would just do for example one intense recruitment process per year. But this is mostly when I want to start my business and I need to build a team. Once I defined a good team and I can manage to keep my people happy and motivated then the business goes on. There is no need to recruit other people. Therefore I don’t need recruiters neither.

Today many companies, especially big corporations are having a long boring recruitment process and they burn a lot of money for this without being effective. If a company has every month some open positions to offer, it’s clear there is a problem in that company. The company is loosing market share and they try desperately to recover by launching a great recruitment process. As today also many people are jobless, they are also desperate to get a job so we have a circle game here. For the jobless people the goal is to get a job no matter what, doesn’t matter if they are really qualified or they really like the job they are applying for. It is just to find a god damn job. The big majority of people want to have a job to gain some financial security. More than 80% of people are not happy with their jobs, they don’t work for pleasure or passion, they work strictly for money. If someone succeed to work for passion and pleasure but also make money in the same time, that’s the perfect lifestyle. You are only successful if you make money when you love what you’re doing.

On the other side the companies in trouble they are also looking to fill in the gap and they hire all sort of candidates which are definitely not good for that job. The problem in big companies is that they hire many incompetent people on high level positions and as result in short or long term they loose money anyway because they put unskilled people in those positions.

So as I said, everybody lies. And recruiters are the first ones. They are actually trained for that. But on short term the more affected are the candidates. On long term …. oh man… that company will suffer even more. Companies that pull the bait-n-switch are usually desperate to improve their troubled company – and assume hiring new talent will fix their problem. They make promises to themselves, “If we can just get the best talent in here and turn things around, we can actually make good on all these promises we’re making while recruiting them.” In their minds, hiring you will give them the results they need to make those promises a reality. Unfortunately, hiring alone can’t fix a failing company or a broken corporate culture. Before you know it, the company is making excuses why they won’t deliver on those promises – and may even try to make you feel bad for asking. So during my years of professional experience I ‘ve seen a pattern of lies that every company is trying to push forward. Any time a company makes the following claims, you should push back and try to get more information before assuming it’s the truth. While some can deliver, others can’t – and it’s up to you to figure out which ones are sincere. These claims are:

  1. We’ll hire you some help when it gets busy.;
  2. You’ll get extensive training;
  3. You’ll have scheduling flexibility and can work from home on occasion;
  4. Your territory is protected and we won’t change it ;
  5. The bonus structure will almost double your income ;
  6. There’s a lot of opportunity for advancement;
  7. Once you fix this problem/department/project, etc., you’ll get to work on something new and exciting;
  8. You will work on a new project from early to the final stage of development;

And so on. That’s another bullshit. In many cases it doesn’t happen like that. Many recruiters use the behavioral interviewing as a technique to help them determine the personality, aptitude, and true experience level of a candidate. They’re historically open-ended questions designed to force candidates to provide more detailed answers to questions that address things such as their:

  • ability to work in teams
  • work style
  • track record of success
  • ability to overcome adversity
  • capacity to cope with change
  • spoken languages

Recruiters use behavioral interviewing to explore candidate’s depth of knowledge and ability to answer the questions in a way that matches the goals, values, and needs of the organization
But based on which metrics or criteria can a recruiter evaluate this? Many recruiters including their managers have in fact no idea what they are asking the candidate about.
Therefore you as a new candidate must play the hard way.
When your turn comes to ask questions in the interview (usually, at the end of the conversation), you can prepare a list of open-ended behavioral questions that will force the employer to articulate more clearly how they deliver on the promises they’re making. Ask them the following:

  1. Can you give me an example of someone who was hired in the last two years to a similar role who has already advanced in their career here? In particular, can you explain what they did to make that happen?
  2. Can I meet someone in the company who has doubled their income with the bonus structure? I’d like to learn more about how they accomplished that.
  3. I know territories can change as the business changes, what do you put into place to ensure this never happens? Is there a written legal contract of some sort?
  4. Can you break down the formal training versus the informal training I will receive? And, may I speak to someone who has been in this role a year to see how they best used the training to their advantage?
  5. What is the procedure for requesting to work from home? Can I speak to someone who uses this scheduling flexibility so I can learn what he/she is doing to make sure she is meeting the company’s goals when working remotely?
  6. Can you share with me a recent example of someone who was hired on to help due to growth. What is the company’s process for identifying and funding additional headcount?
  7. Can you share with me a recent example of someone who was hired on to fix a problem and has now gone on to a new project? What did they do to ensure they were given the opportunity to move on?

Each of the questions above are positively framed to show your sincere interest in the company’s approach to delivering on these promises. It’s up to them to give you an answer that sounds accurate and compelling. If they start to dance around the subject, or don’t have a clear cut answer, you know they aren’t telling the truth. Just say thank you, stand up, say good bye and leave the room. You don’t want to work for them.

So that’s why Artificial Intelligence must take over. Of course it won’t happen soon but in the coming years we will see that is definitely coming. At one point in the future very probably the job title as Recruitment Manager, or Senior, Junior, HR accountant and any other such not necessarily jobs won’t exist anymore. In fact it is already happening, many big companies are trying to reduce their personal in HR. They outsource this.

Hence for the moment there are a lot of business created strictly on human resources things like for example the engineering consulting companies which hire consultants with engineering degree to work on customer site on project based contracts. As soon as the project is over they say ” we will move on to another project even to another client”. Well….In many cases this is not happening. It’s again a bullshit. In many cases the project is not even finished and the concerned consultants engineers are leaving by their own will or they are even fired or forced to leave. Personal turnover in engineering consulting companies is huge. They only use consultants to make money. They don’t produce anything, They don’t create anything. And in fact they don’t care at all. If you’re not happy, you’re free to go. So that’s why I say this is not a long term business and in the future those consulting companies will also disappear.

But don’t worry, Artificial Intelligence is coming. Many things will change. I can make a bet.

The future Interview Session

Published by florijn2019

I am a material science engineer working in Automotive Industry for some years and I have been doing projects in mechanical design using different CAD softwares such as CATIA V5, and NX. I have knowledge in plastics design, injection molding and automotive glass technology but I have also interests in new technologies such as artificial intelligence and aerospace industry. In my free time I like to travel the world, to learn about new cultures and make friends in different countries. Currently I can speak 5 languages : Romanian, English, German, French and Dutch. I was born in Romania but I am living in Belgium since Jan.2011.

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