Improving diversity and reducing bias in hiring are two of the toughest challenges facing TA teams right now, especially for those who prioritize the candidate experience. Could AI reduce hiring bias? According to a new study by Montage, more than half of TA professionals feel AI in recruiting will be able to drive down bias and improve diversity. And there’s even better news: Candidates feel the same.
Higher Expectations for Recruiting Diversity
Nearly 50% of the recruiters and TA leaders who participated in the research reported higher expectations to improve talent diversity through a better hiring process. Though goals for greater racial and gender diversity are most common, organizations are also looking beyond these as they bring more representative talent into their organization.
Feeling the Pressure
TA leaders and recruiters report higher expectations for diversity in these areas:
Candidates’ Perspective on AI in Recruiting
Among active job seekers who participated in the research, 44% said they’ve experienced discrimination in their job searches. Many in this segment feel AI has high potential to improve the recruiting process:
- 56% said they believe AI may be less biased than human recruiters
- 49% believe that AI may improve their chances of getting hired
How AI in Recruiting Can Support Better Hiring
Current AI technologies for recruiting can offer at least two benefits in terms of reducing bias and the potential for discrimination:
Creating consistency – By automating administrative aspects of hiring, AI can help ensure greater consistency in the recruiting process and delivery of the same equitable hiring practices for all candidates.
Enabling unbiased review – Solutions like Unbiased Candidate Review help to reduce unconscious bias by concealing the candidate’s identity and voice in on-demand video and voice interviews until after the hiring manager enters feedback and makes the decision about advancing the candidate.
However, not all AI recruiting technologies have evolved to the same point. Some, like AI facial recognition technology, could actually lead to more discrimination, not less. TA leaders need to take a critical look at the track record for specific AI technologies before making them part of their solution for hiring diversity.
AI in Recruiting and the Candidate Experience
The impact of AI on the candidate experience can be the litmus test for TA leaders considering AI recruiting solutions. Technology like an AI-enabled recruiting assistant can enhance the candidate experience by giving candidates more control and by accelerating the hiring process. Montage’s Mira can also free recruiters’ time by automating repetitive and administrative tasks, so candidates have more personal contact with recruiters as they advance. In these ways, AI in recruiting helps TA teams adapt to the preferences of modern candidates, and find the balance between speed in hiring and a personal touch.
Though candidates’ acceptance of AI is increasing, they do not regard it favorably in every aspect of hiring. Use of AI facial recognition technology, which has been shown unable to read the faces of people with dark skin, is one example: Just 6% of candidates say they are comfortable being evaluated with this technology.
To access the benefits of AI recruiting technologies and maintain or improve their candidate experience, TA leaders can:
- Choose a solution specific to the diversity and bias issues in their hiring process
- Inform candidates in advance that they will be interacting with AI recruiting technology
- Consider training, certification and other process improvements beyond technology to create best practices and an environment that supports diversity in hiring.
You can learn more about attitudes toward diversity and AI in recruiting among TA professionals and candidates by downloading State of Artificial Intelligence in Talent Acquisition.