The Promise and Perils of AI in Recruiting
Companies have started using A.I. bots and algorithms to help with hiring – like scanning resumes and deciding who gets interviews. Good news – this tech can take a load off HR teams with piles of applications to sort through! These robo-recruiters can zip through finding keywords way faster than a human.
But here’s the catch – almost half of job seekers still think these bots can be pretty biased. There’s also worries A.I. models themselves learn funny business from unfair examples they’re trained on!
So what to do? Well recruiters and hiring managers still have choices here:
1. You’ve got to pick screening software carefully – we can all use help but need to make sure Johnny Bot 3000 isn’t secretly Mr. Discrimination under the hood. That means testing these robots a ton in advance before unleashing them on applicants.
2. It’s good to have humans double check robot decisions.
3. Listen to feedback directly from candidates – if particular groups keep raising flags about unfair experiences, take that seriously! Maybe your tech needs more tweaking. Or at minimum, folks deserve explanations.
This is all new turf, but bot recruiters are here to stay. Ones doing it right? They’ll be huge assets helping companies AND job hunters spend less time on the tedious apply/sort stuff. But like all tech, it has to be implemented carefully and be refined as we go. No one wants to trade old biases for new high-tech ones. So let’s work together to avoid that.
(1) Source: American Staffing Association
