Busting Myths: The Truth About AI In Plastic Industry Recruitment

Think artificial intelligence (AI) is just for tech giants and futuristic movies? Think again. AI is making a significant mark right here in the recruitment sector, particularly within the plastics industry. As businesses seek efficient, effective ways to identify the right talent quickly, AI tools are stepping into the spotlight. However, several myths cloud our understanding of AI’s true capabilities and its impact on recruitment.

In this blog, we’ll clear the air by debunking common misconceptions about AI in recruitment. With a focus on solid facts and expert insights, we aim to show how AI doesn’t replace the human element in recruitment but enhances it, making processes smoother for both employers and candidates. From improving candidate-job matching accuracy to automating time-consuming administrative tasks, AI is not just changing; it’s improving the way plastics companies hire.

Myth 1: AI Replaces Human Recruiters

Many people think that AI in recruitment could mean the end of jobs for human recruiters. However, the reality is quite different. AI is designed to assist and enhance the recruitment process, not to take over the roles that require human insight and decision-making. Dr. John Sullivan from TalentWave Solutions highlights this, saying, “AI automates the heavy lifting of screening and scheduling, enabling recruiters to focus on more strategic aspects like engaging candidates and shaping workplace culture.”

For instance, large companies like BASF and Dow have successfully incorporated an AI tool called RecruitBot into their hiring strategies. RecruitBot handles the initial steps of candidate screenings and manages routine communications, which speeds up the early parts of the recruitment process. Meanwhile, their human HR teams handle tasks that require personal judgment and interaction, such as conducting interviews and making the final hiring decisions. This effective teamwork between AI and human recruiters streamlines the process, ensuring that the personal touch candidates appreciate is not lost.

How to debunk:

Highlight Partnership: Emphasize that AI tools like RecruitBot are designed to work in tandem with human recruiters, not replace them.

Focus on Growth: Point out that AI manages time-consuming tasks, freeing up recruiters to concentrate on the personal aspects of recruitment.

Showcase Improved Outcomes: Discuss how the integration of AI allows recruiters to engage more deeply with potential hires, so enhancing both the recruitment experience and the outcomes.

Mention Expert Opinions: Use statements from industry experts to support the view that AI augments rather than replaces the roles of human recruiters.

Myth 2: AI Introduces Bias in Recruitment

A lot of people worry that AI in recruitment might accidentally favor some groups over others, which could increase bias. However, AI can actually help reduce these biases if it’s set up the right way. According to a 2023 report by McKinsey & Company, AI tools that use unbiased data can increase the diversity of hires by 10-15%. This improvement happens because AI focuses on skills and experience rather than subjective factors like age, gender, or ethnicity, which sometimes influence human recruiters without them even realizing it.

For instance, SABIC, a major company in the plastics industry, uses an AI tool called FairHire to review resumes. FairHire evaluates candidates based on clear, predefined criteria that directly relate to job requirements. This approach not only speeds up the recruitment process but also ensures that the selection is fair and based on merit. As a result, SABIC has built a more diverse workforce, chosen for their abilities and how well they fit the job, rather than on potentially biased human judgment.

How to debunk:

Emphasize Data Quality: Highlight the need for using accurate and unbiased data to train AI systems. This helps prevent AI from repeating human biases.

Highlight Planned Assessments: Explain that AI can be programmed to evaluate candidates strictly based on their qualifications and relevant experiences.

Show Real-World Examples: Mention successful cases like SABIC, where AI has clearly helped make recruitment more diverse and fairer.

Educate on Continuous Improvement: Talk about the importance of regularly checking and updating AI tools to ensure they continue to work fairly and effectively.

Myth 3: AI Does Not Improve Recruitment Efficiency

Some people think AI doesn’t really fast-track the recruitment process. However, the facts show otherwise. A 2023 study by Gartner revealed that AI could reduce the time it takes to hire by up to 50%. This boost in efficiency comes from AI’s skill at quickly sorting through large numbers of applications and identifying the best candidates for specific job roles.

For example, PolyOne Corporation, a notable player in the plastics industry, uses an AI tool called RecruitSmart to manage their high volume of applications. By automating the initial screening of resumes, RecruitSmart helps them quickly find the most suitable candidates. This not only quickens the hiring process but also lightens the workload for their HR team, allowing PolyOne to fill important positions quickly and more effectively.

How to debunk:

Cite Statistics: Point to specific studies, like the one from Gartner, that show clear improvements in hiring times with AI.

Detail Improvements: Talk about how AI handles the heavy lifting, such as sorting applications and arranging interviews, which makes these tasks quicker and easier.

Use Success Stories: Share real-life examples from companies like PolyOne that have seen major gains in efficiency thanks to AI.

Emphasize Coverage: Highlight AI’s capability to efficiently process a large number of applications, which can be challenging for manual methods.

Myth 4: AI Lowers the Quality of Recruitment

There’s a common concern that using AI in recruitment could lower the quality of hires, with some people thinking machines can’t possibly understand human fit and company culture. Yet, reality tells a different story. AI is capable of enhancing the recruitment process by ensuring a more accurate match between the candidate’s skills and the job requirements. Ms. Vandana Verma, Head of HR at a large manufacturing company, observes, “We’ve seen a significant improvement in the quality of our candidate pool since implementing AI in our recruitment process. AI helps us identify top talent with the specific skills and experience we need, regardless of their background or resume keywords.”

For instance, at Nova Chemicals, they use an AI tool called TalentMatch to refine their recruitment process. TalentMatch conducts initial screenings and assessments that focus on measurable skills rather than subjective impressions. This method has allowed them to maintain high recruitment standards and ensure that their new hires are genuinely the best fit for their roles.

How to debunk:

Quote Industry Experts: Highlight comments from professionals like Ms. Vandana Verma, who see the benefits of AI in recruitment firsthand.

Showcase Practical Examples: Discuss how companies like Nova Chemicals are using AI tools like TalentMatch to improve – not reduce – the quality of their recruitment.

Explain Full Evaluation: Describe how AI systems assess many aspects of a candidate, from technical abilities to their teamwork skills.

Highlight Consistency: Point out that AI evaluates all candidates in the same way, which helps make the process fairer and less varied than when different recruiters do the evaluations.

Myth 5: AI’s Potential is Limited in Recruitment

There’s a public belief that AI in recruitment is just about sorting through resumes, doing nothing more than saving a bit of time. However, AI’s role in recruitment is much broader and increasingly sophisticated. It’s not just about automating simple tasks; AI is also about deeply understanding who might be the best fit for a job and predicting future workforce needs, which can transform how companies approach hiring.

For example, take a look at how a company like DuPont uses AI. They use it not only to filter through applications but also to analyze trends and forecast what kinds of jobs they’ll need to fill in the future. This kind of foresight helps them be proactive rather than reactive, making sure they’re always ready with the right people before there’s even a gap.

How to debunk:

Talk about More than just Sorting: Explain that AI does a lot more than just sift through resumes – it also predicts which candidates will fit well and stay long.

Use Examples from Real Companies: Mention companies like DuPont that use AI to plan their future hiring, showing how it helps them stay prepared.

Discuss Prediction Tools: Describe how AI can look at past data to guess future hiring needs, helping companies plan better.

Point out Ongoing Improvements: Note that AI tools are getting better all the time, adding new abilities that make them even more useful in recruitment.

Myth 6: AI Lacks Personal Touch in Recruitment

It’s a mutual fear that bringing AI into recruitment could make the process feel less warm and personal. Yet, AI can actually increase the personalization of recruitment by efficiently handling routine tasks. This allows recruiters to dedicate more time to meaningful interactions with candidates, enhancing the overall experience.

At TCI Plastics, they utilize a tool called RecruitAid for the preliminary sorting of applications. This system swiftly filters through applications to identify candidates who meet specific job criteria. Once this initial step is complete, human recruiters step in with all the necessary information at hand, ready to engage with candidates on a deeper level. This approach allows them to focus on understanding the candidates’ aspirations and skills in detail, making each interaction more personal and focused.

How to debunk:

Outline AI’s Efficiency role: Emphasize that AI manages repetitive tasks, freeing up time for recruiters to personally engage with candidates.

Stress AI and Human Interaction: Highlight the supportive relationship between AI and human recruiters, which enriches candidate interactions.

Give Specific examples: Mention the use of tools like “RecruitAid” at companies such as TCI Plastics to make initial screening processes easier.

Highlight Improved relations: Discuss how this focused approach allows recruiters to spend more quality time with each candidate, resulting in a more personalized recruitment journey.

Myth 7: AI is Too Complex to Implement in Recruitment

There’s a misconception that AI in recruitment requires heavy technical know-how and can be too complex for many businesses, especially smaller ones. However, AI tools today are more accessible than ever, designed with simplicity and user-friendliness in mind. They often integrate smoothly into existing recruitment systems, and providers usually offer thorough training and support.

Take the example of HireVue, a popular AI recruitment software used by companies like ABC Plastics. HireVue is known for its ease of setup and user-friendly interface, which allows companies to automate the screening process and boost candidate engagement without the need for extensive IT resources. ABC Plastics found that integrating HireVue into their recruitment process helped them manage applications more efficiently and improve interaction with candidates, all without overburdening their existing staff.

How to debunk:

Highlight Simplicity and Support: Emphasize that many AI tools, like HireVue, are designed to be easy to use and include full support and training.

Use Specific examples: Mention specific software and companies that have successfully implemented AI, illustrating the straightforward nature of these tools.

Discuss Integration Ease: Point out how these AI systems can easily integrate with existing recruitment processes, improving rather than complicating them.

Show Benefits for Small Businesses: Explain that even smaller companies can harness the power of AI to streamline their hiring processes effectively.

Myth 8: AI is Just a Trend in Recruitment

Some might think AI in recruitment is just a temporary craze, something that will fade as new fads come along. But really, AI is making a big and lasting difference in how companies find and hire people. It’s not just about trying out new tech; it’s about making the hiring process better and faster, which benefits everyone involved.

Take LexCorp Plastics, for example. This mid-sized company in the plastics industry started using an AI tool called “SmartHire” to help with their hiring process. They quickly discovered that SmartHire wasn’t just a quick fix but a valuable tool that helps them consistently find the right people for the job. By using AI to sort through candidate information and predict who will do well in a role, LexCorp has seen fewer people leave and more employees happy with their jobs, proving that AI has a solid and helpful role in recruitment.

How to debunk:

Talk about Real Benefits: Focus on the real improvements AI brings, like finding the right people more accurately and keeping them happy at work.

Share Stories from Real Companies: Mention companies like LexCorp Plastics that use AI, such as SmartHire, and see great results over time.

Note How Many are Using it: Point out that more and more companies, not just in plastics but in all sorts of fields, are starting to use AI for hiring.

Explain how AI is Getting Better: Mention that AI tools keep improving, adding new features that help make hiring even smoother as time goes on.

 

Throughout this blog, we’ve tackled several myths about AI in recruitment and shown that they aren’t true. AI doesn’t replace human recruiters or make the recruitment process less personal. In fact, it makes things better by speeding up the process, reducing bias, and letting recruiters focus on what’s important – people. At Plastic Executive Recruiters, we use AI to help our team perform better, guaranteeing we meet the needs of the fast-paced plastics industry.

Interested in seeing how AI can improve your recruitment process? Contact Plastic Executive Recruiters today. We’ll show you how our innovative methods can quickly find the right people for your team. Get in touch now and let us help you turn recruitment challenges into success stories!

Ed Keil

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