AI's rapid adoption in business promises improved decision-making and automation, often leading companies to replace processes and jobs. Lots of cases frequently highlight corporations cutting hundreds of roles and replacing with AI. However, this often results in diminished work quality, errors caused by AI hallucinations, and a lack of creative output. Consequently, many firms are forced to rehire human workers, incurring significant costs without achieving meaningful process improvements.
Driven by cost-cutting, misunderstanding the way AI operates or simply attempting to put AI on the task force in attempt to look more innovative corporations introduce AI tools, without exploring and understanding proper ways of doing it. This all results in frustrated customers interacting with chat bots not able to understand request, outsourcing decision making to LLMs, designed to predict next word, and not make a calculated or intelligent decision.
The misuse of AI erodes trust internally and externally, eating away at brand image and employee perception of company direction. A good example of improper use is HR ecosystem. ATS systems provide built in AI capabilities that automate the whole hiring process. AI is making decisions on how good the application documentation is, who to invite for follow up interview, and how good the responses were. This completely eliminates human from equation for better or for worse.
As a result people started building AI tools to trick AI ATS systems to get interviews.. and this is where it all went wrong.
Current State
Let's discuss the hiring process. As a former Director of Digital Analytics at large enterprise, I faced hundreds often thousands of applications for roles in my team. While HR's initial screening filtered out roughly
70% of candidates before they reached me, I consistently reviewed all rejected resumes manually. This safeguard ensured we never overlooked exceptional talent hidden in the initial filter.
The sheer scale of applicants rendered achieving a well-balanced hiring verdict impossible, a challenge shared equally by myself and the HR team.
AI automation solves the efficiency problem—freeing HR time—but does it solve the effectiveness problem: consistently making excellent decisions about who deserves an interview?
HR strength lies in understanding business context and business mission, making emotionally strong decisions based on candidate’s fitting into the team culture, being able to deliver on exceptional communication, making good ethical judgement and dealing with HR processes.
Let’s think about how HR process of hiring candidates changes, focusing on top 5 HR strengths:
On average HR professional would spend 7 seconds initially vetting the resume and 20 minutes for thorough review of already vetted resumes. 7 seconds is not enough to give resume a proper vetting, and good candidates will get lost in the process. 20 minutes is too much time spent on vetted resume to make a decision for interview invitation at scale. If you have 30 vetted resumes, you’ll need 10 hours to properly review those.
It’s important to focus on 2 things:
- Streamline the 7-second resume screen: Equip HR with sufficient insights for accurate initial vetting decisions—instantly.
- Shorten review time while maintaining manual quality standards.
Alternative way
Imagine reviewing every single resume thoroughly and accurately - simultaneously - without sacrificing speed or quality.
Qrew.cc gives you this ability. Enhance your resume review process and simultaneously review 10s or event hundreds of resumes.
Keep standards high, eliminate repetition, process in parallel.
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