Surveying available tools for law firms, Reilly discusses two key benefits of AI-based recruiting tools “from facilitating historically burdensome administrative processes to enabling a broader and more inclusive view of the candidate pool.”
As Reilly outlines, adding AI to recruiting tools can result in:
Efficiency and consistency: Resume review and analysis tools can quickly and effectively cull resumes, reserving more comprehensive reviews for stronger candidates. Using AI for these reviews also ensures consistent standards are applied to every candidate, as opposed to human reviewers, who are prone to individual bias (despite their best intentions) and who may struggle to remain consistent with large volumes of candidates.
Improved selection decisions: A significant and powerful advantage of online assessment tools is that when developed properly, they provide a more expansive picture of a candidate’s qualifications than what can be gleaned from grades and
the classic unstructured interview. These tools are better predictors of performance and can gather robust information about a larger pool of candidates, quickly and efficiently.
Providing guidance to legal employers, Reilly urges firms considering these tools to keep in mind a few take-aways:
- Choose data that is robust, relevant, and diverse
- Don’t leave it to the machines
- Provide transparency and clarity to candidates
- Be prepared to accommodate candidates with disabilities
Be sure to read the whole article for more great insights into what the future of legal recruiting holds.
Originally published in the September 2023 issue of the NALP Bulletin+. For a free copy of the issue, please reach out to firstname.lastname@example.org