Where Technology Meets Human Potential

Alan Cini, Founder and Managing Director at Broadwing Recruitment, has been involved in the recruitment industry for over a decade. Cini’s vision to digitalise the recruitment process has led Broadwing to adopt a unique approach in the employment industry. Alan Cini recognises that implementing technology has never been more critical to success, especially when the objective is to deliver remarkable experiences both to clients and candidates. Artificial Intelligence (AI) is transforming the business arena and combined with the unique employment dynamics in Malta, the choices made today will carve the trajectory for the future. How has Broadwing done it?

Information and Communication Technology (ICT) has been a crucial ingredient in the breakthrough of this recruitment agency. If the mission is offering solutions for clients that give them the ultimate insight, implementing ICT is the tool that must be used precisely. Leveraging technology has helped the clients of Broadwing evaluate and measure the competencies of candidates, employees, managers and the entire workforce all at once.

Broadwing recognises the importance of data-driven decision-making in HR; by doing so, we not only bring a modern way of working to today’s digital landscape but also enhance the effectiveness of our operations.

– Alan Cini, Managing Director

When the industry evolves, so does Broadwing.

Utilising the data-driven approach allows recruiters to do their job more efficiently, and ensuring a comprehensive assessment of candidate suitability ultimately benefits both sides. Technology has revolutionised so many aspects of the recruitment process, mainly due to various AI tools and their functions.

Let’s dive into 3 of the most advanced ones.

1. Automated screening

Through the implementation of advanced technology, recruiters are able to utilise automated screening. This allows them to evaluate candidates’ skills more efficiently and a larger volume of applications can be sifted through with the ultimate precision. While this makes the lives of recruiters easier, it also means they can do their jobs more efficiently, therefore benefiting the candidates greatly.

2. Headhunting

In terms of sourcing, AI tools can essentially act as ‘head-hunters’. Being able to go through various platforms to identify potential candidates streamlines these processes and saves considerable time and effort.

3. Reducing bias & improving diversity

Unconscious bias inevitably seeps in during recruitment processes, and AI is here to reduce it. To make these processes fair and bias-free, AI Technologies only focus on a candidate’s qualifications and skills, leaving out demographic factors such as gender, race or ethnicity. This makes the selection process fairer, thus contributing to improving diversity and inclusion within organisations.

Perhaps the ultimate benefit that tools such as ChatGPT have brought is automating tasks which previously have been considered time-consuming. It has also helped to improve these selection processes for candidates and headhunt to widen the candidate pool to ultimately enhance decision-making. The benefits don’t stop there, as these AI tools can be used throughout the entirety of the recruitment process: they can create structured interviews with questions specifically tailored to the role, industry and even the company culture.

Candidates themselves can leverage technology to streamline processes from their end, such as optimising keywords and the structure of their CVs to improve ATS compatibility. Moreover, they can also use ChatGPT to provide them with real-time assistance to answer questions regarding job vacancies, application procedures and company culture, helping them gather information quickly and make informed decisions. By both recruiters and jobseekers utilising technology to its fullest potential, the industry can evolve greatly.

Ethical aspects?

Artificial Intelligence should not be trusted blindly and using it can be a double-edged sword. While it can help candidates advance their CVs and cover letters, and benefit recruiters by providing automated information, there is always a possibility of inaccuracies. Though the programmes are good for highlighting necessary skills, over-relying on that information can lead to disregarding valuable candidates because the human element remains irreplaceable in assessing soft skills, cultural fit and individual potential.