Mikey D’s announced this week that they purchased an Artificial Intelligence speech recognition company. Why? Well, quite simply the vast majority of interactions that happen between McDonald’s and it’s customers happen through the drive-thru speaker. So, if you want to save money. Become more efficient. Make fewer errors. etc. You need to find a way to add technology into that equation.
“Yeah, um, well, I’d like a #3 with a large fry and large diet, and an extra McChicken with no mayo, what? No, you can’t have an apple pie, I also need a kids meal with apple slices, the cheeseburger one, with no cheese, ketchup only, did you get my large drink on the first order? Oh, I need an extra ranch as well, and I’ve got a coupon for a free large sandwich.”
So, welcome to the show A.I.!
Here’s the thing, if McDonald’s new AI software can figure out these orders and get them right, we recruiters are in trouble!
I wasn’t making fun of the order above, I think that’s my actual order! That is complex language to have to figure out and sort through and respond to. If they can have a chatbot take your order and answer your questions, they will be able to figure out how to eliminate a real human in having screening conversations and most low-level skilled interviews.
“Oh, AI will never replace recruiters, Tim!”
Because AI can’t have complex conversations? Maybe at this moment, but that is changing quickly. Because AI can’t correctly judge and have bias like a real person? Well, turns out that’s a positive for inclusive hiring. Because AI can’t select the best talent out of many candidates? Yeah, it already does a better job at that than humans.
So, it basically comes down to AI can’t build relationships.
AI is super good, way better than humans, at doing transactional stuff really well. Candidate applies for a job. AI takes them through the process. The candidate gets hired. That can happen today.
Person, not yet a candidate, might be a good fit for your job, but they have a job and are happy with the job they have. They could probably, through a great marketing process, actually get interested in your job, but it’s going to take some real person to person interaction to get them truly interested and leave that job for a new job.
This is where AI will struggle, but that is only about 20% of hiring. So, almost 80% of hiring, theoretically, today, isn’t too far away from having AI take it over and be more efficient and less costly.
Technology starts on the consumer side of the world. “How do we use AI to sell hamburgers to customers?” Once that gets figured out, it’s pretty a very easy transition to “How do we sell this job to a candidate?”