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RKM: In the world of AI recruitment, the human touch
is still essential.

A significant development in the job recruitment
industry has seen increased automation throughout the

hiring process. The use of AI continues to expand and it
is certainly saving precious hours and energy of talented
recruiters – both internal and external – thereby allowing
them to spend more time into human decision-making
activities, where they can add more value.

Humans are more flexible than AI.
Learning algorithms are only as strong as the data they use.
AI, therefore, is capable of making mistakes when attempt-

ing to sift through data. But, lacking human emotional
capacity, AI isn’t able to understand and adapt based on
feedback and has a limited concept of consequences.

If a machine is determining a hiring decision based on
a faulty dataset, it will have limited means of correcting
itself. In fact, in many cases, mistakes based on the
data are reinforced as the machine has no means to
understand and improve itself. Compare this to humans,
who through trial and error become better employees or
face the risk of job termination.

Let us take an example from the field of Medicine
AI can diagnose a patient in 6 minutes but if a Doctor
analyses it can do it better though it may take longer with
root cause analysis. Thus, we really cannot remove H

from HR.

Furthermore, businesses have much more control over
their employees’ ability to learn and adapt over time.
Professional development programs allow employees to
become more qualified– not from more data in one area

but exposure to many aspects of work. Th rough programs
such as these, humans have an advantage over machines
by being able to adapt and grow professionally. Human

flexibility is a special advantage that will be diffi cult for AI
to defeat. Technology is enabling new capabilities in the
recruitments. However, prematurely using it as a ‘cure-all’
can be harmful. As AI and other technologies develop,

finding the most effective balance between human and

machine is critical – and there may be no better way of
determining the appropriate balance than a human.
SR: What is your message to people who failed once
in some job or Interview how should they take
failure as?

CAREER BEACON | Inaugural Issue | 2019 | 23