Reports that a growing number of technology firms are using artificial intelligence for hiring have sparked a backlash from critics, who cite concerns about replacing human hiring teams with AI and question the tech’s ability to replace human judgment and authentic interactions with candidates.
“Laboursome exercises like job requisitions can be automated to free up time, candidate pools can be widened to include previously overlooked talent, and key insights can be identified from datasets that would have otherwise remained untapped.”
Responses to a LinkedIn News UK piece on tech giants’ use of AI for recruitment range from warnings that firms “will miss out on great talent” to predictions that fully automated hiring processes are “not something that we will ever see.” One commenter noted that being interviewed by AI instead of a human recruiter would be “a massive red flag” that the company wouldn’t invest in its workers.
The Pros and Cons of AI in Hiring
So what’s the truth? Is AI for hiring a valuable, time-saving tool or a trap that will ruin the recruitment process and deprive companies that use it of the best candidates? It might be a matter of perspective.
The Benefits of AI Use in Hiring
Articles touting the benefits AI and automation can offer are not difficult to find. Text generation platforms, chatbots, screening software and online interviewing tools are gaining ground with recruiting teams worldwide. Hirematic’s latest ebook highlights some of the ways technology is simplifying the hiring process.
- Increasing reach (73% of UK recruiters report challenges finding and hiring qualified candidates)
- Creating content that builds a brand reputation and engages potential applicants
- Automating menial tasks like job ad distribution and applicant screening
- Eliminating bias from the hiring process (Diverse workforces are more engaged and drive higher revenue)
- Improving the candidate experience to reduce application withdrawals and employee churn
- Reducing costs (Hirematic has helped companies like Amazon and Mitsubishi Electric dramatically lower CPA)
It’s hard to argue that AI and automation tools make hiring teams’ lives easier. So why all the negative responses? We can’t ignore the fact that there are two sides to every story.
The Downsides of AI Use in Hiring
Criticisms of AI use in the hiring process are not without merit. While advancements in generative AI can help streamline the hiring process, there are negative impacts to consider.
- Some AI screening tools filter out qualified candidates based on their body language, age, or gender.
- AI interview tools offer an impersonal, frustrating experience for candidates
- Applicants can gain an unfair advantage by using AI to complete skills tests or screening processes
- AI “hallucinations” can result in inaccurate job descriptions or CVs
“One biased human hiring manager can harm a lot of people in a year, and that’s not great. But an algorithm that is maybe used in all incoming applications at a large company… that could harm hundreds of thousands of applicants.”
These are all significant issues that can’t be overlooked when evaluating the impact artificial intelligence can have on recruiting.
The Secret: Balance is Key
As with many things, moderation is the key to success. While artificial intelligence and automation tools certainly have a role to play in hiring, simply handing off the entire recruitment process to robots and algorithms is a recipe for disaster. Human talent acquisition professionals will always play a vital role in recruiting — the secret is using technology selectively to give them more time to focus on tasks that only they can do.
Hirematic’s advanced job ad solution lets hiring teams of all sizes offload menial, repetitive tasks and spend more time doing what they do best: finding and hiring the right people. Contact us for more information or to book a free demo.
