AI is being used in hiring in the areas of creating job descriptions, sourcing talents, creating and scoring assessments, screening new applicants, and training new employees.
Artificial Intelligence (AI) has been gradually disrupting many industries, including the hiring/recruitment space. However, experts have shared that hiring companies may not be able to fully integrate AI with their practices.
Businesses Exercise Caution as Technology Mixes with Talent Acquisition
According to a CNBC report, which cited a 2023 Hiring Benchmark Report by Criteria, only 12% of recruiters currently use AI in their talent hunt and management processes. That is even though AI solutions are “very actively being marketed” in the space, Criteria CEO Josh Millet confirms.
The slow pace at which AI is infiltrating the recruitment industry, however, may appear to justify the expert opinions. Nonetheless, the cautionary approach by recruiters is also of utmost importance as hiring can have various implications – legal or cultural – on businesses.
First and foremost, AI-backed recruitment processes must retain the trust that is peculiar to the traditional system of hiring. That is, businesses acquiring talents with the use of AI must be able to do so without prejudice.
Additionally, the use of artificial intelligence in hiring may also have legal implications for businesses. So, organizations are treading with caution as they await the expansion of laws like New York City’s AI bias law.
Microsoft, Amazon to Shape AI-Backed Recruitment Policy
Meanwhile, tech giants such as Microsoft and Amazon are already teaming up with the Center for Industry Self-Regulation (CISR) and BBB National Programs’ 501(c)(3) nonprofit foundation to publish a set of policies for trustworthy AI in hiring and recruiting.
These policies will focus on fairness, transparency, non-discrimination, accountability, technical robustness, and safety in AI-backed recruitment.
Furthermore, the policies will also seek to take accountability even beyond the employer. That is by specifying the requirements for third-party AI vendor certification.
According to Eric Reicin, president and CEO of BBB National Programs, AI tools can be greatly beneficial. However, they must be properly regulated to maximize their full potential. Reicin said:
“When AI tools are well designed, deployed, and monitored properly, the technology has the potential to mitigate discrimination and bias on a broader scale.”
Presently, AI is being used in hiring in the areas of creating job descriptions, sourcing talents, creating and scoring assessments, screening new applicants, and training new employees. Tools like OpenAI’s ChatGPT, Google’s Bard, recruiting chatbots and proprietary solutions have all been very helpful in this regard.