Does AI have a place in Pre-Employment Medicals and Recruitment Processes?

As technology evolves and AI is becoming more accessible, it is timely to understand how we can use it to improve our hiring processes, making sure we employ the right people in the right roles for long-term business financial, health and safety success.

While researching for this article, we came across some tools that could prove useful for improving efficiencies.

Let’s explore some of these tools:

1. Automated Resume Screening Efficiency – This AI tool can quickly scan and analyse large volumes of resumes, identifying the most qualified candidates based on existing criteria.
2. AI Chat Interview – Systems can collect initial pre-screening interviews, asking candidates standardised questions to gather basic information and assess their suitability for the role.
3. Functional AI Pre-employment Assessment Tools – Candidates set up their devices, and the AI tool prompts them to perform specific movements, which are then assessed to determine their suitability for a particular role.
4. Interview Scheduling – AI can handle the logistics of scheduling interviews, coordinating the availability of candidates and interviewers, and sending reminders to ensure timely attendance.

Weighing up the Pros and Cons

The opportunities when introducing AI to your recruitment process are vast, including:

• Data-driven decision making – eliminate bias by making hiring decisions based on factual insights
• Remote hiring – interview anywhere/ anytime
• Enhanced candidate experience – quicker results and better communication using automated systems
• AI chat pre-screen interview – standardised for fairness and consistency
• Comprehensive reporting – information at your fingertips to make decisions quicker and more efficiently
• Enhanced efficiency – frees up your hiring team to focus on other aspects
• Streamlined processes – automates repetitive tasks

However, like all new technologies, there are limitations to implementation, including substantial upfront costs for hardware, software, and training, as well as technical issues and inaccuracies with regular updates and maintenance required to ensure optimal performance.

Some candidates might also be concerned about privacy and may not want to use AI in the hiring process. In these cases, you can:

• Explain clearly how the AI works, what data it collects, and how it is used.
• Offer candidates a choice between using AI or having a traditional human review.
• You can also use techniques to keep their identities anonymous during initial assessments.
• Ensuring compliance with data protection regulations and respecting candidates’ privacy will help them feel more comfortable and informed. 

It’s clear there’s some really great tools businesses can be using. With the development of AI this is a space we should continue to watch. 

A deeper look at AI tools for functional/physical medicals & health assessments

At Bodycare, we provide pre-employment health screenings and medical assessments, making us particularly intrigued by Functional AI Pre-employment Assessment Tools. These innovative systems evaluate candidates early in the hiring process, focusing on their suitability for the functional and physical demands of a role before advancing to the next stage.

It’s crucial for businesses to identify and hire candidates who are physically and functionally fit for their roles early on, to mitigate potential health and safety issues later. Traditionally, final candidates undergo a functional-led pre-employment medical assessment at the job offer stage. By leveraging AI technology, businesses can conduct these assessments earlier, saving time for unsuccessful candidates and reducing costs for the company.

By eliminating candidates who are not suitable for the role, both the successful candidate and the business benefit. This approach reduces the risk of injuries, fosters happier employees, minimises lost time, and boosts productivity – all of which lead to lower costs for the business.

Our commitment to innovation in Australian and New Zealand healthcare, means we’re already looking into the efficacy of these tools and how we can effectively utilise them, while saving our clients time and money – watch this space.

Our final thoughts

Based on the current technology, AI can enhance pre-employment medical and recruitment processes, specifically by identifying potential candidates who meet the functional requirements of a role by analysing vast amounts of data quickly and efficiently. However, AI should not be used as the sole decision-maker in the hiring process and human oversight is still necessary to interpret nuanced information and ensure the best fit for the organisation’s needs.

The team at Bodycare are here to assist your organisation with all your occupational health needs. Get in touch today.