***HELLO WRITER, PLEASE RESPOND TO THIS CLASSMATES DISCUSSION POST WHICH IS A MOCK LETTER TO THEIR HR DIRECTOR***
Guided Response: In your replies to colleagues, choose peers who selected topic areas different from your own (HELLO WRITER, MY TOPIC WAS ETHICAL LEADERSHIP). You will take on the role of the HR director and assess your peer’s business case.
Identify some good points as well as areas of concern.
Provide suggestions to strengthen their business case
The classmates discussion post:
Hello Professor and class,
Dear Director of HR,
After review of several recent initiatives conducted by the organization in a desire to optimize direct recruiting efforts, increase overall diversity in the selection and retention of employees, and create and environment that can continue to maintain the high ethical standards that have been a cornerstone of the company for years, I have come to the conclusion that a direct investment should be made into the adoption of AI driven recruitment tools, including pre-interview actions and screening.
As financial evaluation has shown, the increased costs associated with targeted recruitment are proving to be burdensome in some areas. These increased costs place higher pressure on initial performance of selected candidates and has led to some dissatisfaction and early employee turnover. As an organization that hires a lot of unskilled labor as well as one who is required create and maintain affirmative action criterion due to government contracts, taking advantage of AI recruitment systems represents a potentially significant positive impact to the company. Before embarking on this action several steps should be taken to align ourselves with the correct software and vendors to make sure that legal concerns and any negative perception is handled appropriately. First is that we take time and due diligence in selecting a provider that has accounted for any legal concerns regarding implicit bias present in selection algorithms (Hunkenschroer & Luetge, 2022). This would allow for a renewed commitment to a diverse hiring process that is inclusive of all potential applicants. Secondly is to work within the current hiring process to implement this change as to not completely remove the human element of hiring process. While there is a significant financial impact in time saved from employees directly handling the first stages of the application process, human interaction should still be a part of the overall candidate experience. Despite the best technology available, monitoring of interactions between the AI system and candidates should also take place to ensure quality and applicant satisfaction.
Ultimately the justification for implementing this system is in the resources, both human and financial, that can be redirected to other areas of need. Testing has shown that a combination of AI and Human recruiting efforts has increased effectiveness and time efficiency to a significant level. The current models show that what has previously taken 3 employees to process, screen, hire and schedule for orientation is now able to be comfortably completed by 1 person and the new AI system. This means that the other 2 employees are now free to help with the increased work flow that has been the source of our hiring surge. Secondly, since the AI recruitment is process is engaging in multiple channels to drive applicants, we can target more diverse areas with ease and decrease overall recruitment costs. Finally, overall satisfaction for oncoming employees who have engaged with the product has shown that the increased efficiency and responsiveness of the program has lead to a higher retention rate for new employees.
While any new technological adoption has risks and will come with some setbacks, I do believe that the significant gains represented by adopting this product outweigh the potential pitfalls.
Sincerely,
Ian S.
