Artificial Intelligence (AI) has been in the news a lot recently, especially since the release of OpenAI’s ChatGPT platform. And while forms of AI have been around in the HR and recruiting worlds for some time, we are entering a new era in terms of what this technology can do – and how it might transform modern hiring as time goes on.
The use of AI in hiring and recruiting is not without controversy. The question is, what does the future hold? Let’s examine some of the uses of AI in hiring, ethical considerations, and implications for the future.
The Promise and Peril of AI in Hiring: Ethical Considerations for Industry Leaders
AI and forms of it (automation, for example) can greatly improve and speed up the hiring process, which is a good thing for recruiters, companies, and job candidates alike. Things like chatbots, resume parsing software, and applicant tracking systems (ATS) can use artificial intelligence to make people’s lives easier – and even improve decision-making.
However, AI also has the potential to perpetuate bias. An algorithm that is trained on historical data can reflect historical biases. For example, an algorithm trained on a company’s preference for male candidates will replicate that bias toward male candidates. At the end of the day, human input is what AI works off of, and because humans can be biased, so can the technology. The Harvard Business Review also notes that many of the latest AI tools have emerged as technological innovations, not from scientifically derived methods. So, it’s not always known if the AI’s underlying hypotheses are valid. If those hypotheses are used to screen for hiring, the employer using the technology could potentially be opening themselves to liability.
Legal and regulatory considerations are another piece of the puzzle. Companies using AI for hiring will need to ensure that the use of this technology complies with anti-discrimination laws, such as Equal Employment Opportunity guidelines and the Americans with Disabilities Act (ADA). It remains to be seen how legislation regarding AI and these areas will play out.
How AI is Changing the Hiring Game: Insights from Companies on the Cutting Edge
Professional recruiters have been using automation tools for some time to streamline the hiring process. The aforementioned chatbots and resume screening tools help find qualified candidates faster. Predictive analytics can analyze the data from resumes to predict candidates’ job performance and retention.
An often-cited example of a company using AI to great success in hiring is the Hilton hotel chain. As a worldwide hotel chain, Hilton receives hundreds – maybe thousands – of resumes per day. They started using AI tools back in 2014 to help them sift through all the data. Since the implementation, the company is able to send 83% more offers per recruiter per week.
The Future of AI in Hiring: Predictions and Implications for the Job Market
There’s no question that AI will continue to impact various industries and many parts of modern life, hiring included. The future is exciting – but uncertain. The more sophisticated AI tools become, the more commonly it will be used in the recruiting process. It’s likely that we’ll soon see AI used to create better job descriptions, give candidates customized job recommendations, improve resume writing, and much more.
Of course, there is valid concern for AI’s impact on the job market as a whole. Many experts predict that this kind of technology could lead to significant job displacement, especially in jobs that follow a routine pattern of work. We’re already seeing the potential that ChatGPT and similar platforms have to replace people like sales copywriters, marketers, IT professionals, and customer service representatives.
AI is sure to play an increased role in hiring in the coming years. However, candidates still value the human touch of working with a human recruiter – it’s likely that AI will supplement this field, not replace recruiters entirely. Hiring is a people business, after all. AI is not a substitute for human interaction when it comes to hiring. It remains to be seen how the ethical and responsible use of these technologies impact the field and the job market on the whole.
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