May 25, 2023

Pros and cons of AI and machine learning in engineering recruitment

Artificial Intelligence (AI) is taking the world by storm. It’s a daily media story and hot topic of conversation within a wide variety of organisations globally.

In 1863, the novelist Samuel Butler suggested that Darwinian evolution also applies to machines and speculated that they will one day become conscious and eventually supplant humanity.

That still remains to be seen but, from Google’s autonomous car to Apple’s Siri, AI has been growing in scope and scale for decades.

Millions now use AI every day

By January 2023, ChatGPT an AI chatbot developed by OpenAI, had more than 100 million users, making it the fastest growing consumer application to date. In response to ChatGPT, Google released Bard in March 2023.

Both can complete a multitude of tasks such as writing computer programs, business pitches, and essays, as well as composing music, taking tests and simulating entire chat rooms.

What does AI mean for engineering recruitment?

AI is everywhere but let’s zoom in on recruitment technology for engineering roles…

Up to 45% of companies are expected to use AI-based talent acquisition software and services to help select and interview job prospects this year, according to recent studies. Nearly 67% of HR professionals believe that AI has many benefits and a positive impact on the recruitment process.

As recruitment specialists, Vincent Gurney have been keeping a close eye on developments in AI and machine learning in engineering recruitment.

It’s vital to understand the benefits and limitations of using AI in hiring. Here are some of the pros and cons of recruitment technology for engineering roles that we’ve discovered so far…

Recruitment AI pros: Benefits of using AI and machine learning in engineering recruitment

If there’s one thing the engineering sector is known for, it’s innovation. For those recruiting into this industry, it’s vital to embrace AI and adapt our recruitment methods with it, in order to stay competitive and get the best results.

Combined with human expertise, AI-powered recruitment tools can really optimise parts of the recruitment process.

Pros of AI recruitment tools include:

  • A more streamlined recruitment process due to the automation of repetitive tasks such as candidate sourcing and CV screening

  • Reduced human bias, improving diversity and inclusion in engineering recruitment

  • Quicker and easier identification and engagement of passive candidates within the talent pool, who may not be actively looking for a job but could be open to new opportunities

Recruitment AI cons: Risks and limitations of relying solely on AI and machine learning

Despite its long list of advantages, there are potential drawbacks of relying too heavily on AI and machine learning in recruitment.

Cons of AI recruitment include:

  • The potential to overlook qualified candidates just because they don’t fit certain algorithms

  • Missed opportunities and inaccuracies due to technical errors within AI models, especially with newer innovations

  • Lack of meaningful human touchpoints in the recruitment process – so far AI doesn’t have the emotional nuance of a real-life conversation between real people before, for example, a nerve-wracking interview

Users beware, the use of AI and machine learning in recruitment can also raise ethical questions around data privacy and transparency.

How to use AI in recruitment

Some of the AI systems for recruitment currently available in the market include:

  • Textio for recruitment – uses AI to analyse job descriptions and predict how well they will perform based on factors like gender bias, clarity, and language tone

  • HireVue for recruitment – conducts video interviews that can be analysed by machine learning algorithms to assess traits like personality, communication skills, and cultural fit

  • Pymetrics for recruitment – utilises machine learning to match candidates with roles based on their cognitive and social traits

Human interaction is still essential in the recruitment process, however. Here at Vincent Gurney, we believe that only a personalised approach will truly and authentically assess a candidate’s fit with the company.

It’s important to exercise caution and use AI and machine learning to supplement, rather than replace, human expertise.

Balanced implementation of recruitment AI should:

  • Only automate routine tasks e.g., CV screening, candidate sourcing, and data analysis
  • Integrate with existing recruitment processes
  • Feature regular evaluation to check for accuracy and transparency
  • Include candidate and client feedback opportunities to ensure that chosen tools do actually enhance recruitment in all the right ways

Finding our way with AI: Partnering with a recruitment agency for engineering roles

Navigating AI in the recruitment landscape is easier with experts by your side. Vincent Gurney is a recruitment agency that specialises in engineering roles, and we can help you find top talent with a recruitment process that combines tried and trusted traditional methods and AI tools.

We’ll work with you to embrace the latest recruitment technologies, whilst fully appreciating the importance of human expertise in recruitment. We always prioritising the human touchpoints that make the difference in successful hiring.

Are you an engineering company looking for a forward-thinking recruitment consultancy to help you invigorate your engineering recruitment with new innovations? The friendly team at Vincent Gurney would love to talk to you, so contact us today.