The rise of artificial intelligence has affected nearly every industry — including the fast-paced field of recruitment. Today, a whopping 35 to 45% of international companies are expected to trial AI-based hiring tools to compete for the world’s top talent.
But although the online fervor for AI in recruitment has rapidly increased its adoption, it’s true implications for executive recruitment remain unclear. Many experts remain confident that effective hiring processes require a blend of both human intuition and artificial automation.
“The human touch is critical to finding and engaging with the right candidate,” says Myriam Le Cannellier, cofounder and director of DSML Executive Search. “Our team is always looking for meaningful ways to engage with candidates, as it is a very big part of what we do on behalf of our clients.”
Let’s take a candid look at how AI tools may impact executive recruitment, including what it can and cannot do for European subsidiaries expanding to the US.
Potential Use Cases For AI Tools In Executive Recruitment
Some industries are hesitant to integrate their roles with artificially intelligent tools. However, this is not the case for executive recruitment — several of the best US-based executive recruitment firms have jumped headfirst into the fray. Approximately 66% of recruiters now use AI to speed up tasks or perform basic research.
There are many possible avenues for using AI to enhance the executive recruitment experience. Recruitment firms are already using trustworthy AI platforms like ChatGPT, Bard, and Bing AI to:
- Write improved job descriptions, which is always an area of need in the executive search process.
- Perform research on topics linked to a search, resulting in richer requests and outcomes.
- Improve the quality of emails created to contact potential candidates.
- Compile suggested interview questions for specific industries, niches, or vocations.
- Automate the scheduling of interviews and meetings for a smoother process.
Keep in mind tools like ChatGPT are known to ‘hallucinate,’ or confidently state false information in generated results. Furthermore, many experts are concerned about its risks and threats to cybersecurity, which include writing malicious code or creating phishing scams.
It’s important to check behind the content you create to ensure no falsities or security risks remain in the output.
What AI Tools Cannot Do For Executive Recruitment
AI platforms are a powerful tool for some aspects of executive recruitment. However, it should not be thought of as a silver bullet — there are many shortcomings yet to be addressed.
For example, you cannot rely on AI to:
- Think creatively. AI cannot create anything new; only generate itemized responses based on previously available information. If you’re creating a unique job role that requires a creative touch, you likely need to rely on a team of human experts.
- Solve complex problems. Remember that AI is known to hallucinate, or generate incorrect information and declare it factual. For example, you may ask the program to generate ‘hard’ interview questions, yet only the first few entries pose any challenge to the candidate.
- Engage meaningfully with candidates. AI chatbots and automated responses do little to grab the attention of top candidates. In order to engage with executive-level talent, human recruiters must reach out directly and provide a white-glove experience.
- Communicate cross-culturally with candidates. AI may be able to translate one language to another, but it cannot determine the best ways to connect with candidates who come from different cultural backgrounds. One of the added values of working with DSML Executive Search is the ability to bridge various European cultures through a US perspective.
- Make the most informed decision for your subsidiary. While AI can use context to point users in the right direction, only talent managers, HR teams, and executive recruitment specialists have the experience to help you determine next steps.
If you’re looking to connect with niche American candidates and compete for the best of the best, AI solutions like ChatGPT may only provide a limited amount of assistance.
Blending Innovation With Time-Tested Strategy
European subsidiaries expanding to the United States should have a deep familiarity with AI and its possible use cases. While integration with technology may enhance the hiring process, it does not have the capacity to replace or subvert existing strategies, particularly when it comes to executive recruitment.
If you’re interested in partnering with a seasoned executive search firm in Boston and Chicago to further your hiring goals, the professionals at DSML Executive Search would be more than willing to help. Our multicultural team relies on cutting-edge best practices to ensure your European subsidiary finds some of the best talent in the US.