We love technology at Vanderbloemen. We do our best to cultivate an attitude of curiosity and optimism when it comes to the new unknown, rather than fear, which is easily the default reaction for anyone who is human.
William has often said that technology is good for the church. With every new breakthrough in technology, there’s been a breakthrough for Christianity. Think about Roman roads being used by Paul to travel to new places to spread the Good News. Think about Gutenburg’s printing press enabling Luther to reach an entire new class of people with the Bible in language they could read.
It’s hard, living this close to it, to see exactly how AI is going to lead to another breakthrough, but we know it’s coming. So it’s not a matter of resisting this new tech or fearing it, but rather learning how to use it for good.
How does AI work in hiring?
We know better than most how a resume only tells so much of the story. So while we’re always interested in learning how AI can make our jobs more efficient and targeted, Vanderbloemen might not be leading the way in AI when it comes to hiring.
In general, AI tools in hiring often use algorithms to analyze resumes, screen candidates, and even conduct initial interviews. These systems look for keywords, skills, and experience that match job descriptions, and then rank applicants based on these criteria. Some tools also analyze video interviews or social media profiles to assess personality traits or cultural fit.
And all this can be useful. Up to a point.
Concerns that AI has gone too far in hiring
It’s our opinion that, in the current AI landscape, with its capabilities and shortcomings, that too much AI in hiring can lead to getting it wrong all too often. A few yellow flags include:
- Bias: AI algorithms trained on biased data may lead you to miss out on exceptional candidates.
- Lack of human insight: Relying solely on AI doesn’t yet allow for insights that come from human interaction, such as soft skills or potential for growth.
- Depersonalization: An overly automated process can feel impersonal, potentially turning off qualified candidates, and lead unqualified candidates to game the system.
So where’s the balance?
For certain positions and for mass culling of a huge group of candidates, AI can be incredibly useful. AI can automate routine tasks like initial screening, allowing recruiters to focus on higher-level activities. But for us in executive search, we have not found an AI solution that does better than our in-office, human recruiters. The positions we search for are extremely important roles in churches, nonprofits, and values based businesses.
So far, we’ve yet to come across a role that AI could search for and fit. Our leaders need to have outstanding people skills, and that’s not something AI can find. Not yet, anyway! We rely on the instincts of our consultants and recruiters to use their instinct, skill, and knowledge to find the right candidates.
Using AI wisely
Even as AI in hiring is not for us, we see its potential. Other industries may lead the way in AI hiring, but from what we’ve seen, it’s best to have some (human) ground rules, like these:
- Maintain human oversight: Always review AI-generated results and make final decisions, ensuring fairness and considering the nuances of each candidate.
- Focus on human interaction: AI should not replace face-to-face interviews, which are crucial for assessing fit and potential.
- Regularly audit AI systems: Ensuring the AI used does not produce biased results and regular auditing is vital.
Going forward
There’s always a fear when new technology comes out. As long as humans have been inventing and innovating, there’s been the shadow side that fears the new normal leading to people being replaced by technology. It happens. We don’t have chimney sweeps or ice harvesters anymore, for example. But those who learn how to use new technology to be better at their jobs, well the future belongs to them.
We don’t know where AI will take us, and, indeed, how or if it will end up serving us in our recruiting efforts. But we’re eager to see where it goes. And in the meantime, we–our fulltime in-office staff of people–are here to help you with your hiring.
