It’s tough to go just about anywhere these days without hearing a conversation centered around AI. Artificial intelligence is invading our lives quicker than anyone could have ever imagined; with some, such as investor Brad Gerstner, saying in an interview with CNBC that it’s bigger than the internet and will be “one of the most significant technology disruptions of our lifetime.”
So, if we’re seeing AI infiltrate everything from lawyers drafting contracts to lyricists writing songs, does AI have a place in today’s recruitment strategies?
My thought? Yes, but be careful.
Not all technology for recruitment is created equal, and there are concerns about bias in AI recruitment tools. Some AI tools may unintentionally perpetuate biases, such as gender, race and age, due to biased algorithms, leading to discrimination in the hiring process.
It’s crucial for organizations to carefully evaluate the technology they use for recruitment to ensure it is fair, transparent and does not perpetuate biases.
For example, UnifyWork’s patented skills-based matching algorithm expands the talent pool and assesses candidates based on their transferrable skills and interests, rather than solely relying on traditional qualifications. UnifyWork also conducts “blind reviews,” masking candidate identities until a match between the role and seeker has been made, promoting a fair and inclusive hiring process.
So, what are the pros of using AI in recruiting?
- Speed. Hiring managers can leverage AI to source the most suitable candidates more quickly and cut down on administration time and tasks.
- Answer questions. Chatbots can provide candidates with immediate help and answer questions about the job or application process.
- Job descriptions. AI can assist in writing job descriptions for job posts.
- Beyond 9-5 – AI can answer candidate questions during off-hours, analyze data and even set up interviews for applicants.
Beyond bias, what other cons exist with AI in recruiting?
- Lack of human judgment. If you’re not careful, AI could read insufficient data or data that is biased and suggest the same types of candidates for your business. AI may be a good place to get started. Then you can review the candidates and ensure they’re actually the right fit.
- Key words. Some tech-savvy candidates learn how AI works and realize the importance of keywords. This could lead to them putting keywords in their resume that make them seem more qualified than they are. However, AI won’t be able to tell the difference and still recommend them as qualified candidates.
- Changing regulations. Some states are regulating the use of AI in the recruiting process to ensure there is still a fair hiring process for everyone. While nothing has passed, it’s something to keep in mind. ●
Stephen McHale is CEO of UnifyWork
