There’s no denying that AI tremendously impacted the workforce, for better or worse. As the technology evolves and its applications expand each year, it raises concerns among employees who fear losing their jobs to more efficient systems. Adding to this unease, now we’ll also be under the scrutiny of AI while applying for jobs.
According to a DemandSage article published in 2024, around 87% of companies use AI in their recruitment process. Additionally, over 65% of recruiters report having used AI to hire candidates, and 24% of companies rely on AI specifically to identify top talent.
How AI Is Used in Hiring
The following are some of the ways in which AI is utilized in the recruitment process:
- Resume Screening
Traditional resume screening is time-consuming and prone to human error. AI algorithms can rapidly analyze thousands of resumes, identifying candidates who meet predefined criteria based on skills, experience, and qualifications. Tools like ATS (Applicant Tracking Systems) streamline this process by ranking and filtering applications. - Skill and Personality Assessments
AI can evaluate candidates through online tests and games designed to measure technical skills, cognitive abilities, and even personality traits. Some platforms use natural language processing (NLP) to analyze written responses or video interviews, assessing qualities like communication skills and emotional intelligence. - Predictive Analytics
By analyzing historical hiring data, AI systems can predict which candidates are likely to excel in a given role. These predictions often rely on correlations between past hires’ performance and certain qualifications or characteristics. - Chatbots for Candidate Engagement
AI-powered chatbots provide 24/7 communication, answering candidates’ questions, scheduling interviews, and ensuring that no applicant feels ignored. - Reducing Bias
AI is often touted as a solution to reduce unconscious bias in hiring by focusing solely on objective qualifications. However, this claim is controversial and warrants closer examination, especially as many new stories describing biases in AI models surface regularly, for example – AI overwhelmingly prefers white and male job candidates in new test of resume-screening bias, AI hiring bias? Men with Anglo-Saxon names score lower in tech interviews.
Problems
t’s safe to say that AI has become a benchmark in modern recruitment processes. However, it’s far from perfect, especially from the perspective of job seekers. Algorithms might disadvantage individuals based on factors like their names not aligning with those typically associated with a position. In some cases, as with Anthea Mairoudhiou, AI even evaluates body language, which can add an additional layer of complexity.
From the recruiter’s perspective, there is a significant risk that the quality of resumes they receive may decline, as candidates might embellish their credentials to secure an interview. When algorithms select the top 10 candidates from thousands of applicants, only the most qualified individuals are given a chance. However, if the algorithm lacks features to detect obvious falsehoods, such as an 18-year-old claiming extensive work experience and advanced degrees, it could lead to wasted time for employers. Conversely, overly stringent systems might unfairly dismiss candidates with unconventional but genuine achievements.
Positives
For thriving enterprises, adopting AI in recruitment is a clear advantage. It saves HR personnel time by automating tedious tasks like resume screening and initial communication, enabling recruiters to focus on strategic decision-making. It also allow an enormous amount of applications to be processed much more efficiently then before, limiting biases and focusing on data rather then intuition. The most important things in the business world are time money and by implementing these AI features they can save on both.
Consensus
In conclusion, whether we like it or not, AI is becoming an integral part of recruitment due to its many benefits. While some young job seekers may find it dehumanizing to be denied by an algorithm or interact with chatbots, this appears to be the direction hiring practices are headed.. With that in mind I think it’s very important to remember that these tools should serve to enhance the hiring process, not dehumanize it, And it’s the responsibility of organizations to build trust and ensure that technology supports, not replaces, the human touch in recruitment.
Reference links:
- https://www.bbc.com/worklife/article/20240214-ai-recruiting-hiring-software-bias-discrimination
- https://www.helioshr.com/blog/ai-in-recruiting-pros-vs.-cons-of-hiring-with-artificial-intelligence
- https://www.gov.uk/government/publications/responsible-ai-in-recruitment-guide
- https://www.demandsage.com/ai-recruitment-statistics/
- https://www.forbes.com/sites/jackkelly/2023/03/15/how-ai-powered-tech-can-help-recruiters-and-hiring-managers-find-candidates-quicker-and-more-efficiently/
AI engine used: Claude AI
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