From virtual hiring managers to AI-powered recruitment software and AI-sourcing; the scope of the applications of AI in recruitment has become a contentious topic.
The job market is rapidly evolving and the need to become more efficient and streamlined has since become a priority. One of the easiest, and tech-forward, solutions can be found in embracing AI as a first point of contact in the recruitment process. But this begs the question: how sustainable, fair and authentic is this approach? Here are some of the advantages and pitfalls of embracing AI in recruitment and insights into how to manage the risks associated with using AI.
Besides the most obvious advantage of increased efficiency which aids with enhanced turnaround times and more streamlined workflows due to automation, there also exists a major advantage in improved candidate matching with AI. AI is equipped with advanced algorithms that can sift through large volumes of information much faster than humanly possible. We have previously shared how important it is to optimise your CV for applicant tracking systems- the first step of the recruitment process for any applicant. Coupled with this is a suggested enhancement of diversity and inclusion with AI as skills and work experience are favoured over personal characteristics while using AI. As a recent Forbes article highlights, “Ghosting is never appropriate. This is easily remedied by using an applicant tracking system to help with timely responses and scheduling candidates.” Another interesting finding by The AFR reported earlier this year that researchers “found that human recruiters hiring for a web designer role scored women ‘substantially lower’ than men when they knew their gender, but equal to men when the gender was hidden.”. The study found that using the AI tool in the recruitment process almost doubled the number of women considered to be in the top 10 per cent of candidates.", a positive indicator for diversity and inclusion of women in the workplace.
Skills and work experience are favoured over personal characteristics while using AI.
Having AI as a tool in the recruitment industry comes with the loaded responsibility of ensuring that fairness and transparency are maintained at the highest levels, at all times. At the end of the day, we cannot lose sight of the fact that people’s lives are being affected with each successful and unsuccessful placement alike. This consideration is at the core of what recruitment is about- job creation and personal development. Work Tech, in How Generative AI is Transforming the Hiring Process: A Staged Analysis echoed this human-centred sentiment and went on to say, “beyond the initial stages of hiring, generative AI continues to play a significant role in the ongoing development and management of employees.”. Every necessary precaution must be taken to mitigate the associated risks of AI use and we at OLLMOO suggest these 5 considerations:
Conducting regular audits of AI algorithms to identify and remedy biases can help to ensure fairness and equity in the hiring process.
Maintaining open communication with candidates about the use of AI in the recruitment process can assist in maintaining transparency and building trust.
Implementing robust data security measures to protect candidate information and to ensure compliance with privacy regulations is non-negotiable.
Equipping recruitment teams with the appropriate skills to understand, interpret, and effectively use AI tools in the hiring process is important to promote fairness and transparency in the recruitment process.
Encouraging collaboration between AI systems and human recruiters to leverage the strengths of both can aid in ensuring a balanced and inclusive decision-making process.
A recent tale trending on social media platforms of a candidate making drastic shifts in his application strategy has been the direct result of the use of AI in recruitment. Kevin Cash had become so frustrated after 1200 unsuccessful job applications. According to Business Insider, “Cash, 42, served in the Navy, is a member of the high-IQ society Mensa, and has five degrees, including an MBA. He's been looking for a full-time job since getting laid off in November 2022, and he posted online a cover letter he recently wrote that he describes as ‘no-nonsense.’”. In Cash’s opinion, “I think hiring software has made itself obsolete because so many people can apply for so many jobs so quickly. It's not really a viable resource to get in the door at any company. It was supposed to make it easier, but it's actually made it harder, and now the only way that you can get a job is if you know somebody.”. Needless to emphasise here then, efficiency in recruitment cannot come at the cost of employee advancement.
Organisations must approach their integration thoughtfully...
Embracing AI in recruitment offers unparalleled advantages in today's competitive recruitment landscape. However, organisations must approach their integration thoughtfully, acknowledging and mitigating the associated risks as far as possible. By following best practices, fostering transparency, and prioritising continuous improvement, businesses can harness the power of AI to make smarter, more inclusive hiring decisions.
