What’s the Impact of Using AI in Hiring? | Victor Bullara

AI is reaching everything a workplace offers, and the HR desk is no different. While the use of AI in hiring promises many potential benefits, there are legitimate questions to answer before proceeding. The problematic biases AI systems often inherit from their training data are the biggest challenge when applying AI to a people-facing domain. In this podcast with Victor and Ashish, we discuss the possibilities and challenges that the introduction of AI in hiring processes presents.

Broadly, we speak about:

• How does AI intertwine with the future of interviewing? This overarching question sets the stage for the entire discussion, exploring the increasing role of AI in recruitment processes.
• What are the pros and cons of AI in the recruitment process? We explore AI’s advantages (efficiency, reduced bias) and disadvantages (potential for bias, reduced candidate experience) in hiring.
• What aspects of the hiring process should remain under human control, and what can AI not replace? Balance is always needed. We dive into the critical issue of balancing AI with human judgment, emphasizing the importance of human interaction and decision-making in hiring.

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AI in Hiring is a Double Edged Sword: Here’s How

AI is rapidly changing the landscape of recruitment, with applications ranging from automated resume screening to AI-powered chatbots and predictive analytics. AI tools are becoming increasingly sophisticated and gaining more spots in workflows. Even candidates are taking the help of AI tools to prepare for the interviews. As a result, we get more and more people trained in a specific pattern. Methods like behavioral interviewing and STAR are needed to bring out the humane side of candidates in interview conversations.

While AI offers numerous benefits, such as improved efficiency and reduced bias in recruitment, it also presents challenges. These challenges include the risk of biased AI models, the potential for a degraded candidate experience, and the possibility of missing out on strong candidates due to over-reliance on automated systems. Remembering that AI is only as good as the data it is trained on is important. Thus, you should always ask yourself, are we getting the best candidates, or missing out?

“You cannot let the system make decisions.”

AI should complement, not replace, human decision-making in the hiring process. It can be a strong enabler, but human oversight is essential to ensure that decisions are objective and based on a holistic assessment of the candidates. Human interaction in the hiring process is important for a positive candidate experience because simply interacting with an AI system will not give them insight into the company’s culture and leadership behavior.

Focus on training hiring teams and good candidate experience.

AI in hiring needs a balance. You need to train hiring managers, interviewers, and recruiters on how to effectively utilize AI tools and interpret AI-generated data. Additionally, they should be trained in behavioral interviewing techniques to assess candidates more thoroughly, especially at an age when candidates are more prepared due to AI. This actually ties into a bigger problem, which is the lack of focus from organizations when it comes to training the hiring and recruitment teams.

Companies must prioritize creating a positive candidate experience that includes in-depth interviews, multiple perspectives, and interaction with company stakeholders and not rely solely on chatbots. A lack of interaction with company leadership during the hiring process can negatively impact a candidate’s perception of a company and thus harm your employer brand.

To sum things up, AI in hiring is both a helping hand and a challenge for HR teams to handle. The key is to not lose control and harness it effectively.

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