Influence of AI on executive search and recruitment

There are many countries in the world that have been leading the way in the rea of Artificial Intelligence with a range forward-driven innovations. It is a topic which controls conversation the world over.

As the technology industry’s leadingbrawl to agree on the possible impact of AI and a bundle of people lining up to advise on the probable disruption it will cause, this post will study the potential impact on the executive hiring and the executive search landscape.

The success or then of executive search has long been anorigination of worry for boards. Many executive search firms in Lagosagreed that poor hiring decisions had cost companies several million dollars. The executive search industry is witnessed as a way of eliminating this risk, comforting shareholders that there has been a proven process to mitigate the risk associated with a poor hiring. A well-thought research-based practicerefers that boards and other executive decision makers can hire based on a dependableform of example and a thorough due diligence process. If the person proves not to be positive, they can satisfy themselves that they are off the hook as their only error was to appoint one of the reputed executive head hunters in Nigeria to take up the process.

The agreement was that accruing primary understanding of the exact need, particularlyissues like culture match, would require a face-to-facediscussion, although 38% did not completely agree with that understanding. The majority of those who marked other recommended that humans would always be an integral element of this phase but that the human involvement would reduce over time as the machines become more high-tech. While some interrogated the aptitude of machines to evaluate culture or other secondary factors associated with the role, others pointed out that human inclination can play a leading part in misrepresenting this phase of the process. If humans cease to lay out the scope of the requirement, AI’s capability to revolutionize is inherently limited to a supporting job.

The source company examination and long listing stages of the process were largely seen as those which could most easily witness machines taking over, with only 13% agreeing that determining the source companies will still be a human function, and 35% mentioning that long listing will ask for a human involvement. In the past, there was no hiring platforms like LinkedIn, no social media and usually very little openly available information on hirings and jobs. Companies hid their major people so that they would not be thieved.

For a recruitment company in Lagos, Nigeria, it is necessary to embrace technology in a positive manner so as pave way for better results.

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