Balancing AI and Human-Centric Recruitment in the Legal Industry

In this article, we discuss how Generative AI (Gen AI) is being used in recruitment, and whilst it is adding value and efficiency to some recruitment processes, it is unlikely to replace the need for specialist recruiters! 

The Australian legal industry, known for its sometimes conservative and traditional practices is experiencing a significant shift as GenAI evolves and becomes embedded in workplaces. As a result, recruiters (just like lawyers) must now consider how to leverage GenAI to achieve more for their clients. 

It makes sense to use GenAI in the recruitment process, where it can speed up high volume and repetitive tasks. While it offers numerous advantages, particularly in streamlining tasks and boosting productivity, it is still crucial to maintain a human-centric approach to ensure the best possible outcome in legal recruitment.

The Rise of GenAI in Recruitment

Text based learning models or Generative Artificial Intelligence is no longer a concept belonging to the Jetsons, and it is being used regularly by candidates, hiring companies, and recruiters. According to Morgan Stanley, GenAI technologies are expected to impact nearly a quarter of all occupations today, with projections rising to 44% within three years. 

Recruiting and HR teams are increasingly focused on hiring staff that are digitally savvy so they can help take businesses to the next level in a world where AI will be commonplace. 

In the recruitment sector, GenAI is being used for various purposes, from drafting initial job descriptions and marketing automation. It is being used on LinkedIn to draft tailored approaches to potential candidates with an auto follow up after 7 days. It is also being used for first draft of candidate summaries to provide to clients as part of a tailored shortlist for a role. GenAI technology and algorithms are being increasingly added to existing platforms such as social media and content management systems.

Some recruiters use chatbots on their website or social media messaging platforms for answering candidate queries. Some are conducting GenAI-assisted online interviews. An example of this is when a Zoom interview is recorded, and an add on tool such as Krisp produces a transcript/ or summary of the meeting. 

Recruitment management systems now have integrated GenAI features to create detailed and well-defined job descriptions and job ads in seconds. This tool allows recruiters to tailor the tone of voice and review the digitally generated content, ensuring it aligns with their agency or company style and tone. Being able to streamline these tasks not only saves time but also enhances the overall efficiency of the recruitment process. It frees up recruitment consultants to spend more time on the human side – interviewing, approaching candidates directly and reviewing candidate databases for the right fit for a role. 

Candidates are also now using GenAI and are making use of products like ChatGPT to write cover letters, job applications and CV’s. Some are even using it to draft answers to potential interview questions! It is possible for recruiters to check whether artificial intelligence has been used to craft a written application by using www.aicheckertool.com or www.zerogpt.com.

Leveraging AI for Productivity and Efficiency

GenAI can significantly boost productivity in the recruitment process by handling routine tasks such as drafting content, automating follow-ups, and even screening candidate CVs for high-volume roles. This is less relevant in our role recruiting experienced lawyers and other legal industry professionals but can be particularly beneficial for those hiring entry-level positions, where the sheer volume of applications can be overwhelming. By automating the initial screening process, hiring managers can focus on more complex and strategic aspects of hiring.

Tools such as Sapia.ai have the potential to diversify your available talent pool. Unlike humans, it does not have any inherent unconscious biases and screens resumes solely based on the qualifications, key competencies and experience required. This capability can ensure a more equitable and potentially diverse recruitment process and increases the likelihood of finding multiple candidates who meet the desired criteria.

The Importance of Human Touch in Legal Recruitment

Despite the numerous advantages technological advances can offer, it is important to understand and acknowledge the limitations of tools such as ChatGPT, especially in the legal industry. AI lacks the empathy, critical thinking, and emotional intelligence that human recruiters bring to the table. It cannot fully understand the nuances of a candidate’s experience, current situation or engage in meaningful discussions that build long term, mutually beneficial relationships. Machine based learning models will also struggle to evaluate exactly what a candidate might be looking for in their next career move or align values or cultural fit to a potential employer. 

Legal recruitment often involves sourcing candidates with specific experience, specialisation and qualifications, particularly for roles requiring two years or more of post-admission experience (PAE). In such cases, human interaction and relationship-building are paramount. Over-reliance on technology could result in losing top candidates who seek a more personal touch in their recruitment journey. Highly educated and talented lawyers can be put off by talking to a chatbot!

The human touch remains critical in providing a positive candidate experience, which is essential in the legal field where the candidate market is consistently tight. At Legal People, our recruiters distinguish themselves by focusing on human skills such as communication, relationship-building, and adaptability—skills that GenAI cannot replicate.

Mindful GenAI Integration

While GenAI can work wonders in high-volume recruitment, it will not be suitable for every situation. Smaller law firms or those with irregular hiring needs may find the financial outlay for GenAI tools unjustifiable. To date, its inability to fully grasp really complex roles with variable qualification requirements means that reputable recruiters will always seek to retain end to end ownership of the process to ensure alignment with hiring objectives and a positive outcome for client and candidate. 

Privacy concerns also arise with the use of GenAI in recruitment. A KPMG survey found that 63% of consumers are worried about GenAI tools compromising individual privacy by exposing personal data to breaches or unauthorised access. We all must be conscious of and vigilant in how it is used and how sensitive information is stored to maintain the trust and confidentiality that the legal profession demands.

Balancing GenAI and Human-Centric Approaches

The integration of GenAI in the recruitment process presents both opportunities and challenges. It is exciting but moving very quickly! Whilst it can speed up high-volume screening, reduce administrative burdens and diversify the talent pool, it also poses risks such as variable candidate quality, loss of human touch, investment costs, and privacy concerns.

Here at Legal People, we have found that the key is to strike the right balance between leveraging available GenAI tools and capabilities for good and maintaining a human-centric approach. We are using GenAI much like we would an intern. Everything it does is still reviewed and checked for a sensible outcome. Our many years of recruitment experience continues to add value in every recruitment campaign. We have been very mindful in how we integrate GenAI to our processes, while prioritising human interaction and relationship-building. We will continue to watch this space as it continues to evolve!

Should you like a confidential discussion about your next legal industry career opportunity please get in touch at [email protected]. We are specialists and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.