AI and its impacts is a topic that touches almost every industry, but one where it’s not had wide coverage is in igaming recruitment. Cordelia Morgan-Cooper tackles how AI can best change the hiring model of the industry and whether it does enough to deserve the job
Artificial Intelligence has seemingly burst onto the scene over the past 18 months and has become a real buzzword within the gaming industry and worldwide. AI has the potential to truly revolutionise the way that HR and recruitment teams handle internal processes. So, are the ‘robots’ really taking over and do the potential benefits outweigh the challenges? Let's explore.
Integrating AI in recruitment processes has significantly altered the landscape, offering enhanced efficiency, accuracy, and objectivity. This transformation is not just about automation but also about leveraging data-driven insights to make more informed hiring decisions.
One of the most prominent impacts of AI in recruitment is the enhancement of efficiency. Traditional recruitment processes have historically been time-consuming, involving extensive manual screening of CVs, scheduling interviews, and communicating with candidates. AI streamlines these processes through automation.
For instance, AI-powered applicant tracking systems (ATS) can scan and filter thousands of CVs in a fraction of the time it would take a human recruiter. This not only speeds up the initial screening process but also ensures that only the most relevant candidates are considered, reducing the time-to-hire process. Companies are also able to automate candidate feedback after interviews, therefore improving the overall candidate experience.
Improving candidate matching
AI algorithms excel at pattern recognition, which is crucial for effective candidate matching. By analysing vast amounts of data, AI can identify the skills, experiences, and attributes that correlate with (perceived) success in a particular role. Machine learning models can then predict which candidates are most likely to excel based on their profiles. This data-driven approach surpasses traditional methods that rely heavily on human judgement and intuition, leading to better alignment between candidates and job requirements.
One of the most prominent impacts of AI in recruitment is the enhancement of efficiency
Human biases, whether conscious or unconscious, can significantly impact hiring decisions. AI has the potential to mitigate these biases by standardising the evaluation criteria and focusing purely on data-driven insights. For example, AI can anonymise CVs during the initial screening stage to ensure that factors such as gender, age, or ethnicity do not influence the decision-making process. Additionally, AI systems can be trained to recognise and correct biases within the data, further promoting fairness and diversity in hiring.
Streamlining communication
AI-driven chatbots and virtual assistants are transforming candidate engagement. These tools can handle routine queries, provide updates, and schedule interviews, ensuring that candidates are kept informed throughout the recruitment process. This not only enhances the candidate experience but also frees up recruiters to focus on more strategic tasks, such as building relationships and assessing cultural fit.
AI can anonymise CVs during the initial screening stage to ensure that factors such as gender, age, or ethnicity do not influence the decision-making process
AI’s role in recruitment extends beyond hiring to workforce planning and retention. Predictive analytics can forecast future hiring needs based on business growth, market trends, and employee turnover rates. This means that businesses can proactively plan their recruitment strategies and build talent pipelines. Furthermore, AI can analyse employee data to identify patterns that predict turnover, enabling companies to take pre-emptive measures to retain top talent.
Personalised candidate experiences
AI can also personalise the recruitment process for candidates. By analysing candidates' interactions with the company's career site, AI can provide tailored job recommendations and relevant content, enhancing the candidate experience. Personalised communication, powered by AI, can engage candidates more effectively and increase the likelihood of attracting top talent.
Despite its advantages, the implementation of AI in recruitment comes with challenges. One major concern is the quality and bias of the data used to train AI models. If the training data reflects existing biases, the AI system can perpetuate these biases. Therefore, it is crucial for organisations to use diverse and representative data sets and to continuously monitor and refine their AI systems.
Another challenge is the ethical implications of AI in recruitment. Transparency in how AI algorithms make decisions is essential to build trust among candidates and stakeholders. Organisations must ensure that their AI systems are explainable and that candidates understand how their data is being used.
If the training data reflects existing biases, the AI system can perpetuate these biases
AI also removes the personal element from recruitment teams which is often a key driving factor in why a candidate would want to join a particular business. This increases the risk of candidates falling out of processes and potentially also helps to fuel the war on talent between businesses.
The future of AI in recruitment
The future of AI in recruitment looks promising, with continuous advancements in technology and increased adoption across industries. We can expect AI to play an even more integral role in creating end-to-end recruitment solutions, from talent sourcing to onboarding. Innovations such as AI-driven video interviews that analyse candidates’ responses and body language, and advanced predictive models that assess long-term potential and cultural fit, are likely to become mainstream.
AI’s impact on recruitment is profound, offering substantial benefits in terms of efficiency, objectivity, and strategic planning. By automating routine tasks, enhancing candidate matching, and providing data-driven insights, AI enables recruiters to focus on more strategic aspects of their roles. However, the successful implementation of AI in recruitment requires careful consideration of data quality, ethical implications, and continuous monitoring to ensure fairness and transparency.
As AI continues to evolve, it holds the potential to transform recruitment, making it more efficient, equitable, and aligned with organisational goals. AI has real strengths but I feel that this is better suited behind the scenes where recruitment teams can still take centre stage. It’s ultimately important that HR and Recruitment teams can fully own recruitment processes.
Cordelia Morgan-Cooper
has over a decade of international HR and recruitment experience. She has developed a passion for driving happiness, wellbeing and success in the workplace, having seen first-hand the impact of an engaged workforce when it comes to both recruitment and employee retention.