AI in hiring came on strong in 2017 as new technology that shows potential for big gains in HR efficiency. And, many organizations have jumped in with both feet. According to the 2017 Deloitte Global Human Capital Trends report, 41% percent of HR and business leaders have either fully implemented or made significant progress in adopting cognitive and AI technologies. Another 35% report pilot programs.
But, job seekers are more cautious. In a recent study by Pew Research Center, 76% of Americans say they would not want to apply for jobs that use a computer program to make hiring decisions. Some worried that technology simply cannot capture the true nature of an applicant and that it would overlook many important intangible qualities. Others expressed concern that the process would be too impersonal.
However, respondents were much more positive if the use of AI in hiring was overseen by humans. At Montage, we feel the same. We believe AI’s most strategic use is in driving HR efficiency by automating administrative work. When embraced the right way, at the right points in the talent acquisition process, AI in hiring can be a powerful assistant for recruiters, so they can take on more strategic work such as having conversations and building relationships with promising talent.
5 Questions to Investigate for Responsible Use of AI in Hiring
How can TA leaders strike a balance between leveraging some of AI’s productivity enhancements without sacrificing compliance, employer brand, and a positive candidate experience?
Here are five ideas to consider:
1. Pick your tech partners carefully.
Review their business model, board members and companies they are already working with. Investigate their philosophy on AI’s most strategic use.
2. Review their model for integrating with your business.
How do they plan to work with your existing HR team? Find out whether they plan to support you or just sell you a tool with no potential for customization
3. Make sure your approach is pragmatic.
Consider a Venn diagram where your organization balances:
- Market acceptance
- Solutions to business problems
- Available technology
- Accessibility of data
4. How much room do they leave for human interaction?
As the Pew study finds, you may be narrowing your pool of potential candidates if you rely solely on AI technologies, and skip a person-to-person interview during the final stages of your selection process.
5. Consider compliance.
Find out up front how they address compliance issues. If a compliance issue does come up, you don’t want to find out after the contract is signed that you’ll be left alone to defend yourself.
Advancements in AI are truly providing more capacity for recruiters, allowing them to shift to a more strategic role. When used responsibly, AI in hiring can enhance the candidate experience by making certain steps in the hiring process faster, simpler and more convenient for candidates.