How to Build Trust Between Recruiters and AI
With the rapid expansion of AI technologies there has been a surge in uncertainty around the future of recruitment. The CEO of Perplexity even predicted that AI will replace recruiters in as little as 6 months. It is therefore unsurprising that some recruiters are worried about AI and what it will mean for the future of their careers. But that’s not the way we see things going down…
The reality is very different: AI is not going to replace the human element of recruitment. It will amplify it. Recruitment relies on human relationships and building trust with both ICP clients and a solid network of placeable candidates. These relationships are the bedrock of recruitment and cannot be replaced by AI.
Where AI can play a role in recruiting, is in completing manual tasks, enriching data, and freeing consultants time to allow them to build human connections. The agencies that are thriving are those where consultants are now seeing AI as a teammate, rather than as a threat. But this trust between recruiters and AI does not develop overnight, it is built gradually by showing recruiters how the technology can support them to better utilise their expertise.
The following framework will help you build trust between recruiters and AI:
Define the goal of AI implementation
Some recruiters are understandably wary of new AI tools because of the prolific narrative around AI replacing people. But if the motivation for AI implementation is not to replace, but to enable, then there is nothing for recruiters to be worried about. Recruiters will only know this, however, if the goals of AI implementation are clearly defined and discussed. A recruiter who is presented with a tool that could potentially be replacing them is unlikely to fully and actively engage, but a recruiter who understands how the tool can help them is far more likely to be on board with the new technology rollout. Ultimately the goal of AI implementation in recruitment is to reduce the workload required to achieve a successful placement, a goal that all involved can benefit from.
Demystify the technology
Concerns about AI use by recruiters can also extend to doubts about its efficacy. A system that just spits out ‘best matched’ candidates, without any legitimate justification, is always going to be questioned. If that’s the case then why should recruiters believe that the AI has made the correct choice and actually suggested the best candidates? In order to demystify the technology and develop trust between recruiters and AI, agencies need to ensure that:
- Recruiters can see the justification
Recruiters will only begin to trust the decisions that AI tools make when they can see the justification behind those decisions. AI tools should be prompted to summarise the reason behind particular decisions, explaining what skills and experience have led to the recommendation, for example. With visibility of the reasons for a recommendation, recruiters will find it far easier to trust the recommendations.
- Recruiters have visibility over the areas of human judgement
Recruiters understand what their value is and will be understandably wary of an AI system that ‘replaces’ their expertise. It is therefore essential to clarify the different aspects of the job that are being supported by AI, and where recruiter input is essential. AI tools are there to support and do the heavy lifting, but the outcomes will never match that of human recruiters who have the ability to assess cultural fit and understand the candidate they are talking too, rather than the one on paper. Creating clear visibility of where the AI tool ends and human expertise kicks in is an essential step in creating trust in the system.
- Recruiters are supported, rather than over-ruled
AI is a supporting tool and needs to be treated as such. It is there to make suggestions based on data-points, but ultimately your recruiters need to make the final decision and need to be empowered to over-rule suggestions by AI. Relying on AI suggestions alone will result in a decline in quality, so ultimate responsibility for decisions needs to remain with recruiters. AI tools should be treated as a second opinion rather than a final answer.
Upskill consultants
As with all technology and software, the tools will only ever be as good as the input you give them. Recruiters need to know how to use AI tools and how to verify their results. Training is vital when rolling out AI tools to recruiters and should cover all of the following areas:
- Validating Suggestions and Refining Searches
AI becomes a risk when it is treated as a final answer because it simply doesn’t have the full picture and context to make that decision. The tool can only suggest candidates based on data-points, but it is up to recruiters to determine the veracity of those suggestions. Training recruiters how to effectively interpret AI suggests, understand why they have been suggested, and how to effectively qualify them is a must.
- Managing AI Engagement Tools
One of the most powerful aspects of AI tools is their ability to keep leads and candidates engaged using AI-generated outreach that is personal and authentic. But for this to work it needs to be managed effectively and rapidly followed up when a human interaction is required. Training candidates to set up effective outreach sequences and ensuring they step in to replace AI in the conversation at the right time is vital. AI can create the opportunity to build a relationship, but it is the recruiter that needs to step in and have that relationship.
- Maintaining Compliance
A final but essential element of training is ensuring that the recruiter knows how to remain compliant when working with AI tools. Recruiters deal with sensitive personal information on a daily basis and training them to use AI tools responsibly is a step that will also build confidence and trust in the AI tools. Using AI tools that are directly integrated into your CRM is a great place to start as they are secure and there is an implicit trust already in place with the central system.
Taking the time to upskill recruiters will turn AI from a mysterious add-on into an everyday productivity booster, all while building trust between recruiters and the system. The more confident consultants feel using the tools, the more value they’ll extract.
Demonstrate the value
Just telling recruiters that AI tools will make them more efficient and help them to make placements is not enough, you need to show them how. This means setting up reporting that can clearly demonstrate activities and outcomes from the outset. By creating visibility, you will create a framework in which you can test, measure and improve AI implementation until it clearly and undoubtedly works for the agency and the recruiter. This is also a great way to ensure adoption is tracked so that any late adopters can be encouraged to engage. Transparent access to reporting builds trust and makes outcomes visible.
Reward success
Effective implementation of AI tools in your agency will breed success and should be rewarded accordingly. The ultimate goal is to make recruiters more efficient and increase the volume of placements that they are able to make, which means higher revenue for the agency and higher commissions for recruiters. AI implementation has the potential to benefit all levels within the recruitment agency and when positioned correctly, recruiters will be much more likely to engage positively towards a shared goal.
Conclusion
Trust between recruiters and AI tools is not an automatic outcome, but rather one that you need to work towards creating. There are valid concerns that can put recruiters off from engaging, but the benefits of a well implemented AI rollout are significant for all involved. The most important step is to be clear and transparent about the intended outcomes, how they will be tracked, and what the rewards for success are.
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