How AI Recruitment Platforms Goes Beyond Human Capabilities

Led by the great resignation, the modern world of AI recruitment is now embracing external workforce growth. These days, we’re experiencing growth in the freelancers’ market, followed by the increased number of independent contractors or part-time employers. Recruiters are faced with challenges associated with remote working and recruiting people from all around the world. 

All work locations can differ significantly regarding social and cultural background or in terms of education and work possibilities. Making any final decisions based on a few resumes is far from fair for both candidate and employer. That’s how the seed of creating AI-powered hiring platforms was initially planted.


When it comes to accurate candidate ratings, there are a couple of success factors to focus on, such as sociability, professionalism, energy levels, and communication. Each factor is assessed depending greatly on the data input that IT specialists provide to the algorithms of modern-day AI-powered smart video recruitment platforms. 


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How can AI-powered hiring software overcome human biases? How does our cognition differ from what AI can offer us? To bring a clear answer, let’s point out the most crucial factors when differentiating traditional hiring from AI analysis.


1. Scalability 

Companies like Google, Facebook, LinkedIn, and Amazon get tons of millions of applicants each year; therefore, there’s no way to interview each candidate by deploying human recruiters and hiring consultants. 

So we need to set our thinking towards solving the issue of how to interview everyone without biases interfering with the process. And the solution came right away. What is needed is a technology that can process tremendous amounts of data that human beings wouldn’t be able to handle. 


2. Objectivity

Nowadays, research proves that scanning a resume alone is not a great predictor of future job performance. Mainly because hiring specialists rely hugely on two things: your experience and academic qualifications. 

Moreover, both of the factors have been proven to be poor predictors of future job performance. On the contrary, better predictors are structured interviews, which companies like Google and LinkedIn have been implementing for years already. Now, we aim to bring the same quality to companies everywhere.


3. Speed

As a business owner, you’re probably a busy person. You do not have the time to go through 50 or more applications for one job you’re trying to fill. Even when using LinkedIn’s easy apply option, you’ll end up with hundreds and hundreds of applications. So how do you stack rank looking for all the skills you want? The beauty behind AI-powered hiring solutions, such as Interviewer.AI, is that you no longer have to worry about that. 


The recurring theme of AI-powered recruitment platforms and all other AI-oriented topics is that it should never really be left entirely alone. As magnificent as this technology is, and as much good it can bring to our society, we should always remember we’re the ones responsible for the proper data collection and machines’ training.


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There’s always the best or most optimum results when AI can merge with humans to work as a tool to collaborate and assist. Below is an example to learn from.


Lesson to follow

Amazon, the Silicon Valley giant and global leader in e-commerce, ended up shutting down their recruitment system. Why so? Put simply, it was working against female candidates. Though it may sound highly incorrect, none of this was planned or done deliberately. It’s what happens when you enter data where 80% of the top performers are male, which was the initial input of Amazon’s database. Therefore it’s not surprising that Amazon’s hiring software emerged with gender bias.


To avoid situations like Amazon’s mishap, hiring specialists worldwide conduct machine learning properly. Collecting vast databases, we need to ensure that it stays unbiased towards age, gender, ethnicity, or any other differential factor that distracts AI from what’s essential. And that would be assessing candidates’ key success factors that accurately fit the job requirements. 


It means that we have all the power to get AI-powered software to work in our favor, stack-ranking candidates in the most optimized way. The AI recruitment platform acts based on, not only what the candidates spoke about in their presentation video. It also screens how the resume aligns with the job description, analyzing whether the candidate has the right skills-set for that job. Additionally, leaving out human biases appearing in traditional recruitment processes.


Finally, we’d like to underline that the ultimate benefit of using AI recruitment software is that you get to vet driven by an ambitious go-getter that fits your job position requirements perfectly. Click here if you’re ready to get your super-hires!

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