I was thinking out loud on LinkedIn recently regarding a dilemma I faced with my new-found dependence on an A.I.-powered sourcing tool, and I thought some of the responses I received were very interesting. If you have no idea what I’m talking about, let me quickly bring you up to speed. I was using an…
I was thinking out loud on LinkedIn recently regarding a dilemma I faced with my new-found dependence on an A.I.-powered sourcing tool, and I thought some of the responses I received were very interesting.
If you have no idea what I’m talking about, let me quickly bring you up to speed. I was using an A.I.-powered tool recently for two assignments:
In both cases I parsed the position descriptions, keyed my search criteria into the A.I.-powered sourcing tool, and within seconds I was presented with a list of quality candidates that I could reach out to immediately. The process was so easy and quick, and it took me by surprise. It also got me into quite a dilemma.
[bctt tweet=”What happens when you use an AI-powered sourcing tool? @trevorpvas shares his experience ” username=”ATCevent”]
So, my normal process when starting a new assignment is:
With this A.I tool, I can jump from step 1 to 4 immediately and it got me worried that it is making me lazy and playing to my impatience, which might lead to me overlooking certain areas or miss out on a good candidate.
How much should we be relying on these A.I. tools for our sourcing? If they are able to get us what we want quickly, should we be concerned at all? After all, speed is king right?
One common theme that ran through the discussions on my LinkedIn post is uncertainty. There was no clear consensus as to what is right or wrong, is A.I. good or bad, and there were more questions raised than resolutions reached.
Perhaps this is indicative of how the use of A.I. in TA is still at its infancy stage and I do not really think that leaders in this space have truly taken a step back to look at how it will impact their Internal Recruitment Functions or Agencies.
Nevertheless, there are still some good takeaways from the conversations, and I am grateful to the people who have contributed.
Here’s what I learned:
[bctt tweet=”.@trevorpvas has a dilemma and it’s related to AI. Read on to find out more. ” username=”ATCevent”]
It is crucial for us, as TA professionals, to continue trying new things and to understand the impact these new technologies have on our profession, so that we can become proficient in those that could help us make a difference.
When I first joined Linkedin at Kevin Wheeler’s invitation in 2005, I thought it was useless and intrusive. I put my profession down as Minister of Religion and I had all these religious people from around the world trying to connect with me. I quickly changed my profession when I realised its power. I will not make the same mistake with A.I.
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Talent Acquisition (TA) is on the cusp of a new wave of innovation and the 12th Australasian Talent Conference will be shining the light on it – say hi to Artificial Intelligence (A.I.). Find out more here.
