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Artificial Intelligence (AI) and DE&I

As part of the Armstrong Craven Review Vol. 8, discover the latest insights surrounding machine learning and how recruitment processes must balance emerging AI-powered methods and the traditional human touch.

Artificial Intelligence (AI) and DE&I

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By Armstrong Craven Team

Talent Research Specialists

Quick Summary As part of the Armstrong Craven Review Vol. 8, discover the latest insights surrounding machine learning and how recruitment processes must balance emerging AI-powered methods and the traditional human touch.

Today, it has never been clearer to see that the construction and continued development of technology is disrupting and replacing long-standing industry and sub-industry models. Therefore, it is no surprise that these technologies, like Machine Learning or AI, are raising concerns about the future landscape of our world. 

Harmonising AI with a Human Touch

Constant anxiety is ever-present when a balance between new tech and a human-centric perspective is not met. So, to ease concerns around emerging technologies, are there ways we can harness the power of AI to better the lives of people and champion equity? Additionally, within recruitment, should we start looking at AI as a tool to help streamline analytical tasks, enhance DE&I initiatives, and deliver improved results rather than consider it as a harmful disruptor? 

The article covers the key points such as:

  • Optimising AI to streamline recruitment processes and supplement DE&I initiatives
  • Why AI cannot fully replace the human touch of recruitment
  • How AI can be an invaluable tool to enhance the capabilities of human consultants

According to a recent Ipsos Mori survey, 60% of adults expect that AI products and services will change their daily lives in the next three to five years. So yes, AI is and will continue to shape our future, and when it comes to AI-recruitment tools, AI can drive the way consultants find candidates going forward.

However, we must acknowledge that certain aspects of the recruitment process cannot be entirely AI-driven, and we must not undervalue the importance of human perceptions.

“Employers are turning to mathematically modelled ways of sifting through job applications. Even when wrong, their verdicts seem beyond dispute – and they tend to punish the poor”
- Cathy O’Neil, author of Weapons of Math Destruction 

Of course, AI will be an invaluable tool to the recruiter, but when it comes to hiring biases and the more refined nuances of a diverse talent search, the entire process cannot solely rely on machines. Ultimately, we must find a balance and a way to harmonise AI with a human touch. Complete the form above to download the full article from the Review. 

Armstrong Craven supports and optimises critical programs for our clients, from AI and DE&I to succession planning and competitor insights. Our People Intelligence approach to talent mapping, pipelining and executive search transforms organisations and gives our clients the momentum to attract and retain the world's top talent.

Access the Armstrong Craven Review Vol. 8

The Review is read by over 10,000 HR and Talent Acquisition leaders globally and highlights key trends in HR and Talent Acquisition. In Volume 8, we examine the impact of Artificial Intelligence on DE&I in Recruitment, ESG & the Role of Shadow Boards and the Evolution of Hybrid Working. The review also contains a bonus article on the Succession Planning - Calculated Risk, as published in theHRDirector. To receive your copy, complete the form below.

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