ARTIFICIAL intelligence (AI) is increasingly being adopted in human resources and recruitment processes in Zimbabwe to improve efficiency, reduce bias, and enhance candidate experience.
This article will explore how AI is transforming the world of recruitment, the specific impacts of AI in HR and recruitment in Zimbabwe, the limitations of traditional recruitment methods in the country, the advantages of modern recruitment methods, and companies specialising in AI recruitment tools in Zimbabwe.
Unleash, an HR focused newsletter says “AI in recruitment is the science of AI in HR or using AI for recruiting by HR specialists. Even though the assortment of AI in recruitment management software varies, they all use artificial intelligence to facilitate automating certain functions within the talent acquisition process.
“Chatbots have a role in presenting information to job seekers regarding the company, the interview process, or existing job vacancies. Chatbots and virtual assistants can answer candidate queries, schedule interviews, and provide application status updates. This improves candidate experience and engagement.”
Plural sight, also an HR newsletter, says “Because AI-powered resume scanning tools assess resumes on fixed criteria, they help reduce implicit bias and ensure all applications are considered equitably, even those that may not be 100% qualified for the role. (You still need to consider AI bias, though.)
AI transforming recruitment
AI for recruitment refers to the application of artificial intelligence technology in the hiring process to streamline and automate various aspects of recruitment. This allows recruiters to use the power of data to make better decisions.
Hiring process with AI
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AI for recruitment can assist in sourcing and screening candidates, analysing CVs and job applications, conducting pre-employment assessments, and predicting candidate success and cultural fit. Automated CV screening and candidate sourcing using natural language processing and machine learning algorithms can quickly identify qualified candidates from large applicant pools, saving significant time for recruiters.
Candidate experience
Chatbots and virtual assistants have a role in presenting information to job-seekers regarding the company, the interview process, or existing job vacancies. They can answer candidate queries, schedule interviews, and provide application status updates. This improves candidate experience and engagement.
Elevate quality, reduce bias
The utilisation of cutting-edge AI in recruitment technologies enables organisations to elevate the quality of their hired candidates, truncate bias, and focus on the real potential.
Predictive analytics leverage data on factors like skills, experience, and company tenure to forecast candidate job fit, performance potential, and the likelihood of turnover, enabling data-driven hiring decisions. AI powered CV scanning tools help reduce implicit bias by assessing CVs on fixed criteria, ensuring all applications are considered equitably, even those that may not be 100% qualified for the role.
AI recruiting tools can also authenticate CVs by assessing a candidate's LinkedIn profile or online portfolio to ensure it aligns with the information they provided in their application. Reducing unconscious bias in hiring is another significant advantage of AI tools. By objectively evaluating candidates based solely on job qualifications and skills rather than factors like gender, age, or race, AI promotes fairness and diversity in the hiring process.
Empowering recruiters
AI-powered smart hiring recruitment has revolutionised modern hiring processes by performing repetitive hiring tasks that are tiring and time-consuming, allowing organisations to make more informed and efficient hiring decisions. This automation of administrative tasks frees up recruiters' time to focus on strategic activities, such as creating inclusion and diversity strategies, building extensive talent pools, or future planning for growing businesses.
AI in HR, recruitment
AI is increasingly being adopted in human resources and recruitment processes in Zimbabwe to improve efficiency, reduce bias, and enhance candidate experience.
Automated CV screening and candidate sourcing, predictive analytics, chatbots, and virtual assistants are some of the key impacts of AI in this domain. By leveraging AI technologies, Zimbabwean companies can streamline their recruitment processes, make data-driven decisions, and promote diversity and inclusion.
Limitations
Traditional recruitment methods in Zimbabwe face limitations, such as limited access to talent pools, time-consuming processes, high costs, inability to assess candidate fit beyond basic criteria, susceptibility to human biases, and lack of technological integration.These challenges can hinder the efficiency and effectiveness of the recruitment process in Zimbabwe.
Advantages
Modern recruitment methods, empowered by AI and digital technologies, offer advantages over traditional methods in Zimbabwe. These include increased efficiency and reduced time-to-hire, access to a larger and more diverse talent pool, cost savings, data-driven candidate screening and assessment, improved candidate experience, and reduced unconscious bias.
By embracing modern recruitment methods, Zimbabwean companies can overcome the limitations of traditional approaches and optimise their recruitment processes.
Companies
There are companies in the country harnessing AI technologies to offer innovative solutions. Examples include Pygentech, Vivid Media (Pvt) Ltd, and Bluebean. Additionally, the potential for AI-powered start-ups in Zimbabwe is evident, suggesting a growing interest in leveraging AI technologies for recruitment.
Conclusion
AI has the potential to greatly enhance recruitment efficiency and quality of hires in Zimbabwe and globally. By leveraging AI technologies, Zimbabwean companies can streamline their recruitment processes, make data-driven decisions, and promote diversity and inclusion.
However, it is crucial to ensure that AI recruitment tools are trained on diverse, unbiased data and that policies are in place to prevent discriminatory or unethical AI use. With proper implementation, AI can revolutionise the recruitment process in Zimbabwe and contribute to the country's talent acquisition goals.
The engagement of AI into other areas of HR will need to be discussed under separate cover. Some of
Job descriptions - Automated job description writing, keyword optimisation, bias reduction, skill matching, competitor analysis, data-driven insights, dynamic updates.
Employee appraisals - Here are several ways AI is utilised in this area: Performance data analysis, continuous feedback, bias reduction, skill and competency mapping, goal setting and tracking, sentiment analysis, employee development and training, automated reporting, predictive analytics, 360-degree feedback integration.
Job evaluation - AI can be used for job evaluation in various ways. Organisations are increasingly leveraging AI to assess job roles, performance, and suitability. Here are some key areas where AI is applied in job evaluation: Performance assessment, skill matching, compensation analysis, bias reduction, employee potential AI, job description analysis.
Overall, AI enhances the efficiency, accuracy, and fairness of job evaluation processes, though it is important to regularly monitor and refine AI systems to ensure they are free from biases and align with organisational goals.
- Bangure has extensive experience in print and electronic media production and management. He is also a filmmaker. — naison.bangure@hub-edutech.com
