AI has shaken up the workforce, with around 70% of employers incorporating AI into their hiring process. However, it is important to evaluate the proper uses based on your industry and job function. For recruiters, AI should be used as a support tool, not as a replacement for key duties. The use of AI may turn away great talent, as it may create distrust with the candidate or throw out their resume before it ever reaches your desk. While there are risks with using AI, there are many ways it can benefit the recruiting process. At the same time, recruiters should be aware that candidates may also be leveraging AI to their advantage.
There are several ways that recruiters can utilize AI in their day-to-day functions. Creating automation for scheduling interviews can help recruiters efficiently work with multiple calendars. AI can also be used to generate questions for pre-screenings and interviews, which can easily be tailored towards the industry and the role. AI may also be useful to summarize candidates’ responses to interview questions, simplifying the information that recruiters pass along to the hiring team. AI can be equipped to verify documents or the identity of the candidate. While these are all beneficial uses of technology, you should always review the work of AI to ensure accuracy.
Some areas of recruiting still require a human touch. Humans continue to outperform AI when it comes to actual interviews. AI interviews may cause your candidate to feel uncomfortable and distrustful, especially if the use of AI is not disclosed initially. Also, being that technology is still evolving, technological issues are bound to happen. Another risk of using AI for recruiting is discrimination, which could end up costing your business. Since AI utilizes information that it has captured from various places, there is a risk that AI could unintentionally discriminate against protected groups. These problems could cause you to lose top talent or potentially cause legal disputes.
It is crucial for recruiters to keep in mind that candidates may also be using AI. Writing cover letters, tailoring resumes to match job descriptions, or mass submitting applications are all ways that candidates are using AI while job hunting. This could cause recruiters to have to dig through an overwhelming number of resumes that may exaggerate a candidate’s skills. In extreme cases, AI could also be used to create deepfakes for interviews, used to scam businesses. A candidate using AI is not necessarily negative, but it may be something to take note of.
Many businesses have been diving headfirst into AI, without evaluating its potential downfalls. While technology can boost efficiency in certain tasks, it’s important to recognize what tasks are done better by humans. It is up to business owners to determine how AI can support their business, without taking over crucial functions. Here at Lever1, we prioritize the human aspect of human resources. Our recruiting services are here to help you find the right people for your team.
Pam Martin | Director of Recruiting Services
Pam Martin is our Director of Recruitment Services. Her strengths include relationship building among clients and candidates alike in order to optimize the recruiting match. She is active in a variety of key networking organizations including the Association for Corporate Group of Kansas City, Financial Executives Networking Group (FENG), and the Corporate Growth Group.