Is Artificial Intelligence the future for recruitment

The cost and time savings that AI can offer is significant, however, employers need to be aware of potential teething problems.  AI recruitment tools could hold some risks regarding the candidate’s right to privacy. With the new GDPR laws coming in to play from 25 May 2018, the reputational cost of GDPR failures can be even more significant for companies. The GDPR requires companies to provide clear and transparent information about any actions taken which involve the personal data of “data subjects” (eg. employees and applicants), including profiling. It is unlikely that, at the point of collection, the use of CV data (in combination with other sources such as AI) will have been anticipated by previous candidates. If you propose to use an AI recruitment tool which profiles candidate CV’s, you should either ensure that applicants are informed about the likely uses of AI in relation to their CV’s, or consider whether all of the CV data inputted into AI systems is (or can be) completely anonymised.