During my recent conclave, a student posed a seemingly simple question: How do you make tough decisions?
“No decision is tough,” I responded. “There are two ways to decide. One is to lean on data and insights, analysing past trends. The second, my favorite, is to rely on data but to follow your gut.” Leaders often use both. Data tells us what has happened, but instincts provide the context and nuance to predict the future.
Machines are brilliant, but they lack that one thing humans have: emotion. We must not let machines rule us but instead use them as companions. Let artificial intelligence be artificial.
And that’s how this interesting conversation bloomed into a full-fledged interview with Prabhanjan, the Head of Talent Acquisition at Sopra Steria.
Q/ AI in recruitment has become a hot topic. How has Sopra Steria adopted AI tools in its hiring process, and what benefits have you observed since implementing them?
We started using AI in recruitment back in 2019. Initially, it was exciting. AI reduced non-productive time and allowed our recruiters to become consultants for both business and job seekers. They had more time to connect with candidates, which improved our conversion ratios,” he said.
A notable success came in bulk hiring for Java Springboot roles. By integrating AI in shortlisting candidates, Sopra Steria's joining percentage jumped by 7-8%. Recruiters, freed from mundane tasks, could focus on creating deeper connections with candidates, ultimately improving hiring success.
But there’s a catch. While AI brings efficiency, it can also introduce bias. We need to discern which biases are productive and which aren’t. Bias becomes a pattern that AI learns, which transforms into intelligence. The key is for humans to stay ahead of the system.
Q/ What were some of the initial reactions from your recruiters when AI was first introduced into the hiring process?
The excitement was palpable! Whenever a new technology comes into play, people get curious. But we made sure to manage expectations from the start. AI doesn’t offer instant results or increase productivity by 50% overnight. We emphasised that the tool would help streamline tasks like CV matching and interview scheduling, but the recruiters still needed to provide the system with feedback to improve its accuracy. Over time, recruiters appreciated the way AI freed them up to focus on strategic, high-impact tasks, but it took consistent nudging to get them fully on board.
Q/ With AI assisting in recruitment, how do you handle the delicate balance between human judgement and machine-driven insights?
AI can handle data-heavy tasks, but when it comes to cultural fit, values, or understanding a candidate’s thought process, it’s all human. AI provides the data, but the decision-making process is still human-led.
As AI becomes more integrated into recruitment, it’s important to see AI and human efforts as complementary rather than competing. We should use AI for tasks it excels at, like screening resumes, sourcing candidates, and conducting initial assessments. This lets recruiters focus on areas where human judgment is essential, such as assessing cultural fit, understanding what motivates candidates, and building strong relationships. AI brings efficiency, while recruiters provide the personal touch.
Even when AI offers insights or recommendations, the final decision should be made by a recruiter. This ensures that human experience and intuition are still central to hiring decisions. Recruiters can use their judgment to override AI suggestions, especially when AI might overlook important nuances in a candidate’s background or potential.
At Sopra Steria, we need a proactive approach to finding and attracting talent. While we have many successful hires through employee referrals, it’s the recruiter’s role to engage with current employees, making them proud of their work and encouraging them to refer more people. This human element remains crucial in attracting top talent to our organisation.
We maintain a balance by allowing AI to handle data-heavy tasks while ensuring that the final decision-making process is human-led. For example, AI can assess technical skills through online assessments, but our recruiters bring their intuition into play during the interview stage to evaluate soft skills and cultural fit. This combination allows us to benefit from AI's efficiency while still relying on our recruiters' deep understanding of the company's values and the human element that candidates bring to the table.
Q/ In terms of operational efficiency, how has AI streamlined day-to-day tasks for your recruitment team?
AI has undeniably streamlined processes at Sopra Steria. From profile shortlisting to automated interview scheduling, operational efficiencies have improved significantly.
For instance, we’ve noticed that candidates appreciate the quicker response times and personalized interactions via our ATS Tool SmartRecruiters which have been reflected in quick turnaround of the hiring process. Additionally, our recruiters have reported feeling more empowered to focus on strategic tasks rather than getting bogged down in administrative work. These subtle shifts—improved candidate experiences and more fulfilled recruiters—are key indicators of AI’s positive impact on our recruitment process.
Q/ Looking into the future, what role do you envision AI playing in recruitment, especially when it comes to improving the candidate conversion ratio in markets like India?
Prasoon envisions AI's growing role in recruiting: from candidate engagement to profile screening. He anticipates AI taking over technical assessments, allowing bots to probe more deeply into candidates’ skills. Imagine the saved time when AI conducts technical rounds, and human recruiters can focus on emotional and cultural fit.
Challenges Right Now that AI Will Resolve
One of the current pain points AI could address, according to Prasoon, is improving the offer-to-joining conversion ratio, which hovers at around 50-60%. Regular, automated follow-ups with candidates could help ensure better engagement and increase this ratio.
Prasoon also expressed a wish for AI to help locate rare talent. “Some niche skills are just not on popular job portals. Can AI help with data crawling to find them?”
Keeping Talent Warm: AI’s Potential
Maintaining relationships with potential hires is a skill that Prasoon believes AI could refine. Constant communication is key, and AI could help recruiters stay in touch with candidates who have been offered jobs but are still considering other options.
Recruiters are always juggling multiple skill sets and candidate requirements, and AI could serve as a vital ally in managing these complexities. While we have tools, a more refined form of AI results would be a game-changer.
AI Will Make Us Even More Intelligent Humans
Wrapping up, Prasoon shared a thought-provoking perspective: “AI will transform us into more intelligent humans—if we use it appropriately. At Sopra Steria, we have certification programs to ensure our recruiters are well-versed in using AI effectively.”
The future is bright for AI in recruitment, but at the heart of it all remains human intuition. In Prasoon’s words, “Let AI be artificial, and let us humans make the final call.”
Prabhajan Prasoon is currently working as the Head – Talent Acquisition with Sopra Steria. He is a seasoned professional with a demonstrated history of working in the IT industry with expertise in Requirement Analysis, Recruiting, designing recruitment Strategy, Workforce planning, People and Vendor Management.
