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13th Feb, 2023

Craig Lewis
Craig Lewis
Job Title
Senior Content Writer

Good artificial intelligence (AI) is 'Bard' to find.

At least that’s the lesson of Google’s dive into the world of AI powered chatbots.

Its newest product Bard had what the Guardian newspaper described as “an expensively embarrassing stumble” when it was revealed the chatbot had given an incorrect response to a question.

That was despite Bard’s arrival having been met with fanfare. One of the company’s engineers was so taken with the language model it used he even claimed it may be sentient.

With the world’s biggest companies having AI headaches, it is safe to say this hugely beneficial tool still needs handling with care.

When it comes to recruitment, AI is becoming more and more widely used. For HR departments under pressure to improve their hiring processes and find the very best talent, the temptation to use AI to find quality candidates and create consistency in selection is understandably high.

After all, most of us use AI every day. It helps power the apps on our smartphones and improves our lives as we travel or make purchases.

Everyday examples of AI include:

  • Netflix using machine learning to recommend TV shows we like.

  • Facebook using deep learning to recognise and tag users in pictures.

  • Apple using natural language processing to understand voice commands given to Siri.

  • Tesla using robotics to pilot self-driving cars.

If used properly by recruiters, AI can help make the hiring process more objective, drawing on a variety of data sources to find the best candidates.

AI is changing talent acquisition by improving:

  • Sourcing

  • CRM and candidate experience

  • Screening and pre-employment vetting

  • Interview and assessment

  • Onboarding

There are a wide variety of benefits to implementing AI within talent acquisition, such as its ability to help businesses move faster, be more objective and to provide a better candidate experience.

Despite all those benefits, AI does have its issues.

It can be costly to implement, comes with the potential for bias or discrimination and can be victim to a lack of buy-in.

And that’s all before it potentially gets something wrong – whether that be, like Bard, wrongly suggesting Nasa’s James Webb space telescope was used to take the first pictures of a planet outside of Earth’s solar system, or – in the recruitment world – potentially enhancing levels of bias leading to unfair hiring processes.

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