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Recruitment Consultants in London are unwilling to actualise AI into their hiring process as opined by professional HR Journalists who share their analogy into the rationale justifying the proposition of AI over the varying job requirements existing in the UK markets.

·        AI is incredibly the future of recruitment. Just converse this statement in many of the talent acquisition forums and you are bound to ignite an argument.

·        Majority of the masses would approve that technology is drastically transforming major chunks of our lives and hiring is certainly one of the crucial ingredients among them. But research portrays that the receptive prudence requires more diligent scrutiny on the part of hiring agencies.

·        Research depicts the present scenario in which most of the recruitment agencies in London are open to new innovative technological avenues and collaterals but most of our respondents are still stuck with the traditional conventional methods.

·        To a considerable extent, this can be the reflection of cost. Technology is undoubtedly expensive and talent managers are persistently endeavouring on tight budgets. But the bottom line identified by the researchers was that the people’s hesitation in adoption of AI was chiefly the suspicion and myths about its effective performance. Some Hr journalists when interviewed, come up with a perspective that human intervention is necessary as far as recruitment is concerned, it becomes difficult for a machine to learn the nuance.

·        Also, some people oriented managers show up with an ideology that AI lacks the personal touch and brand promotion. Even recruitment channels are nowadays gaining significant brand promotion value and the candidates should be treated with fair human touch and compassion which a robot will fail to do.

·        Amazon announced in the late last year that it was eliminating a proprietary recruitment tool because it aggressively taught itself that male candidates were preferable.

·        Candidates demand immediate and instant responses and cannot wait for a week or so. AI benefits are not leveraging the employer as far as the paradigm of human touch and personalization is concerned.

·        Secondly, training must be intensive and systematic in its peculiar nature, technology yields favourable results depending upon the talent resources utilizing it. Here the sole discretion of human intervention plays a crucial role. AI cannot position itself successfully in the hiring processes as it is also one of the decision making processes of a business organisation.

To conclude the proposition of AI has been postponed for the time being. Certainly, AI is the future of the recruitment proceedings but not for now yet. It requires intense technological advancements when technology can be embarked for decision-making processes and understand the algorithms of human intervention. The question of this proposition also majorly relies on the influence of the recent job requirements in the UK. How far AI successfully churns out the job requirements in correlation to the talent pool is also the "X" factor in determining the feasibility of AI in the recruitment sector.

International Recruitment Agencies London are savaging the latest alternatives for recruitment processes as far as technology adoption and utilization is concerned. The future itself will determine the future as well as the efficacy of robot technology vis-a-vis human intervention will establish the vivid perception and implementation of AI in the near future.