Artificial Intelligence (AI) has increasingly become useful in various fields. There is no apparent limit to what AI can do to improve business processes. While AI is no substitute for the human mind, AI can minimize the time needed to complete routine tasks. For instance, AI in recruiting aims to reduce the need for human interaction in routine recruiting tasks. But recruiters know perfectly well that human interaction is the foundation for a successful hiring process.
AI has become an increasingly popular tool among recruiters looking to save time and effort. More and more staffing professionals have turned AI algorithms to conduct time-consuming recruiting and hiring tasks. AI, however, is not the answer to every issue that staffing professionals face. The human touch is crucial to ensure that the hiring process achieves the organization’s goals.
Staffing professionals can certainly use AI to their advantage, but they must also understand its shortcomings. Here are six key issues of AI in recruiting that staffing professionals must be aware of.
Main Takeaways:
- Automation is a useful tool in helping recruiters search for relevant keywords in large application databases. AI can also help sort or classify voluminous amounts of information.
- AI cannot replace human perception. Recruiters must be able to perceive a candidate to fully appreciate who they are and what skills they bring to the table. Maintaining the human touch throughout the recruiting process is essential to hiring the right people for the right positions.
- Candidates may feel discouraged by the lack of human interaction. Online application processes and pre-recorded video interviews do not motivate candidates to shine. As a result, candidates may not get a fair chance to put their best foot forward. This situation underscores the importance of human intervention across the entire hiring process.
Here are the six key issues of AI automation in the hiring process.
1. Bias in AI Automation
AI does not create itself (knock on wood). At this time, algorithms require human intervention for creation, refinement, and adjustment. Given the need for human intervention in AI development, there is an inherent risk of bias in automation. Staffing professionals must observe patterns in AI behavior closely. For instance, does AI skew its analyses in favor or against candidates with certain characteristics such as possessing a college degree? If so, the algorithm must correct these biases to ensure that it represents what the organization truly needs.
Please remember that AI automation is an ongoing process and is subject to continuous improvement. While AI will never be “perfect,” it must remove inherent biases as much as possible to provide staffing professionals with objective information.
2. Screening Blind Spots
One of AI’s hallmark features is utilizing keywords, terms, and phrases to spot critical data. For instance, marketers use specific keywords and phrases to position websites in search engine results. This positioning process, called “Search Engine Optimization” (SEO), is similar to what AI uses to screen resumés and applications.
While keyword searches greatly reduce the time needed to sift through applications, they can also lead to blind spots. A great candidate neglects to insert the specific keywords you used for your search. This situation may cause the algorithm to miss the candidate altogether, or an unqualified candidate may load up on certain keywords, causing the algorithm to detect their application quickly. However, you realize there are not suitable upon closer inspection.
Human intervention is necessary to correct AI blind spots. Candidates must be encouraged to use specific keywords in their applications to ensure they do not get lost in the shuffle.
3. Compliance Issues using AI in Recruiting
Hiring practices are subject to local, state, and federal regulations, so hiring professionals must comply with these regulations or face the prospect of fines and penalties. AI can significantly enhance overall compliance with regulations by placing the bulk of the hiring decision on an impartial source. After all, AI does not differentiate candidates based on ethnicity or gender.
AI greatly reduces the likelihood of biased hiring decisions. The actual background process AI uses to sift through applications is largely unavailable to users. The algorithmic processes behind AI lie within a type of black box. As a result, users may be unable to reconstruct the algorithm’s overall evaluation process formally.
So why would there be any possible compliance issues?
AI algorithms do not generate a paper trail. Solving a dispute may, therefore, be quite complex for an organization. For instance, a complaint based on age discrimination may be hard to defend if the organization cannot substantiate its hiring process. In this situation, AI may cloud the overall process leaving the organization vulnerable to such a complaint.
The solution to potential compliance issues is to document procedures throughout the entire hiring process. Therefore, AI must generate reliable data that can be summoned easily in case the organization needs to prove its hiring processes.
4. Ethics in AI
AI uses machine-based algorithmic functions to find relevant information within a resumé or pre-recorded interviews. However, ethical concerns arise when judgment calls are involved. Judging character, for instance, is not something that AI can handle at this point. This condition implies that human intervention is necessary at various points throughout the hiring process.
AI in recruiting can be a great tool for specific variables such as test scores, years of experience, or yes/no statements. Evaluating interviews, understanding the nuances of human interaction, and spotting potential red flags all require some kind of human participation. While AI can take care of much of the heavy lifting, it cannot replace the role of the human mind.
5. Candidate Perception
Most candidates are familiar with the fact that some type of automated software scans their applications. This belief is particularly relevant on job boards and job search sites. Yet, most candidates believe they are talking to someone even if they pre-record interviews.
So, the question is, will AI use ultimately change candidate perception when applying for a job? For example, will candidates alter their behavior when interacting with a person or machine? Chances are that candidates will adjust to AI-managed hiring in an attempt to game the system. Eventually, some candidates will learn to outsmart the system, which may lead to skewed results.
Being forthcoming about how AI affects the hiring process is the best way to manage candidate perception. Letting candidates know that AI scans their applications allows candidates to tailor their applications to suit the machine’s reading style. Moreover, candidates must be aware when talking to a human or a machine.
6. Recruiter Perception
Automated tools may remove a recruiter’s ability to perceive the candidate realistically. Despite “seeing” candidates in recorded video interviews, video is no substitute for seeing a person as they truly are. Even video calls can significantly reduce a recruiter’s ability to catch the subtle nuances of a person’s reactions.
Indeed, there is no substituting the valuable interaction that comes with sitting across the table from another person. Recruiters must have the opportunity to see and interact with candidates to get a real sense of who they are. This deeply innate human skill is one that AI is still light years away from replicating. Pretending that AI can replace human perception may turn out to be a futile endeavor.
How Can TalentZök Help Your Organization’s Hiring Process?
At TalentZök, we strive to give staffing processes the human touch. While we believe AI is a powerful tool, we also believe that giving staffing solutions the human touch is essential to guarantee the right people for the right jobs.
Learn more about how TalentZök can give your staffing processes the ultimate human touch today!
This post is made available for informational purposes only to provide a general understanding of the topics discussed herein. It is not intended to provide specific business, legal, or professional advice and should not be relied on as such. TalentZök is not liable or responsible for any damage or loss arising from any reliance placed on such materials.
