AI and the Future of Hiring and Recruiting

Artificial intelligence (AI) in hiring and recruiting has become increasingly popular in recent years. AI is used in various ways throughout the hiring process, from screening resumes to conducting interviews. While there are benefits to using AI in hiring and recruiting, job seekers, recruiters, and hiring teams need to be aware of its potential downsides and how to make the most of it. 

AI Recruiting: A Possible Dialogue  

Artificial Intelligence is here. But can it be an aid in the hiring and recruitment industry? Imagine this not-so-farfetched scenario: Sensei, a recruiter for a large tech company, starts her day by asking her Smart AI assistant, Gertie, to provide her with a summary of the top candidates for ten positions she needs to fill. 

“Good morning, Gertie. Can you please give me a rundown of the top candidates for the ten positions I must fill today?” Sensei asks. 

“Good morning, Sensei. Sure thing. Based on our company’s hiring criteria and previous candidate data, I have identified the top ten candidates for each position. Shall I send them to your screen?” Gertie responds. 

“Yes, please do. Also, keep an eye out for candidates who might be a good fit for future positions,” Sensei adds. 

“Will do, Sensei. I’ll let you know if I find anything interesting.” The AI assistant then analyzes candidate data from various sources and prepares a summary report for Sensei to review. 

A few minutes later, Gertie chimes in with some additional information. “Sensei, I noticed a name on the list I recognize from our chat community engagement. Shall I confirm their identity?” 

“Yes, please do,” Sensei responds, intrigued. 

After a few moments, Gertie confirms the candidate’s identity and provides additional information. “It looks like this candidate was part of a project a few years ago that could be highly relevant to the client’s current needs. They have some unique insights and experience that could be very valuable.” 

Sensei considers this information and decides to reach out to this candidate. 

This exchange highlights how AI-powered assistants like Gertie can help recruiters identify potential candidates who might have yet to be found through traditional screening methods. By utilizing AI technology to identify and analyze data from various sources, recruiters can make more informed decisions and ultimately improve the quality of the hiring process. 

How AI Is Used in Hiring and Recruiting 

The use of AI in hiring and recruitment is becoming increasingly common. One of the primary ways in which AI is used is in the screening of resumes and applications. Automated systems use algorithms to analyze resumes, looking for specific keywords, phrases, and qualifications that match the job description. This can save recruiters time and effort, allowing them to focus on the most qualified candidates. 

Patrick Boyle, Recruiting Manager at Equiliem, recruits within the technical, engineering and IT space, which he says, “can be daunting, especially as new technology evolves. There are so many variances and nuances into these roles and the landscape is constantly evolving.”   

Boyle has used ChatGPT to help with his searches. “These AI bots are not yet connected to the Web where they can actively recruit for you, which is probably a blessing at this point and a job-saver, but they can help a recruiter learn the nuances and can be especially helpful for a new recruiter,” he said. 

AI is also used in interviews, with some companies utilizing chatbots and video interviews to screen candidates. These tools can assess a candidate’s soft skills, such as their communication skills and ability to think on their feet. Some companies have even used facial recognition software to analyze candidates’ facial expressions during interviews. 

The Benefits of AI in Hiring and Recruiting

There are many potential benefits to using AI in hiring and recruiting. One of the most significant is the ability to reduce bias in the hiring process. Because AI algorithms are designed to look only at relevant information, they can eliminate any unconscious biases a human recruiter may have. This can help to increase diversity and improve the overall quality of the candidate pool.  

AI can also help to increase the efficiency of the hiring process. By automating specific tasks, such as resume screening, recruiters can spend less time on administrative tasks and more on strategic decision-making. This can help speed up the hiring process and reduce the time to hire, which can benefit both job seekers and employers. 

Boyle and his team have experienced situations where AI is useful in recruiting efforts. 

“I can give it a full job description and ask the AI bot to break it down in simpler terms, and then go as far as give me alternate job titles that someone with this experience might list.  That was instrumental for the recruiter to figure out what this position does and what to search for on the job boards.  It netted him submittals that he otherwise would not have been able to get,” Boyle said. 

Boyle said he thinks recruitment will always be a personable skill, but he sees AI technology as a means to help and enhance the process.   

“AI serves as an on-demand source of information for the recruiter if their manager is unavailable; it delivers information so they can learn what someone in the role is actually doing day-to-day before making calls, which gives the recruiter self-confidence and credibility.”  

Potential Downsides of AI in Hiring and Recruiting

Despite the potential benefits, there are also some downsides to the use of AI in hiring and recruitment. One of the primary concerns is the potential for bias and discrimination. Because AI algorithms are only as unbiased as the data they are trained on, there is a risk that they could perpetuate biases that already exist in the hiring process. For example, if an algorithm is trained on resumes that contain mostly male names, it may be less likely to select resumes from female candidates. 

Another concern is the need for more transparency in how AI algorithms are programmed and evaluated. Because these algorithms are often proprietary, it can be difficult for job seekers to understand how they are assessed or why they may have been rejected.  

Potential value aside, AI cannot replace many human skills. Boyle explains that “the AI bots can build out Boolean strings, although the responses are sometimes too literal and include soft skills requests that would not be on a resume like “Good Communication” AND “Team Player,” so a trained and seasoned recruiting eye is still needed for it to be useful.”  

Mitigating the Risk of Bias 

It is important to note that bias in AI systems is a complex issue and can arise from various sources, including biased training data, biased feature selection, biased evaluation, or a combination of these factors. To mitigate these biases, it is crucial to ensure diverse and representative training data, carefully select features that do not contribute to unfair discrimination, and regularly evaluate and audit the AI system’s decision-making processes to identify and rectify biases. 

Strategies for Job Seekers to Navigate the Use of AI  

For job seekers, navigating the use of AI in hiring and recruitment can be challenging. However, several strategies can help to optimize your chances of success. First, it’s essential to understand how AI is being used in the hiring process. Research the companies you are applying to and learn about their hiring practices. This can help you tailor your resume and application materials to meet their needs. 

It’s also essential to prepare for AI-powered interviews. If you are asked to participate in a video interview or chatbot interview, take some time to practice beforehand. Research common questions and practice your responses. Ensure you have a quiet, distraction-free space to conduct the interview and test your technology beforehand. 

Finally, networking can be a valuable tool in offsetting the potential disadvantages of AI in hiring and recruitment. Building relationships with recruiters and hiring managers can help you stand out from other candidates and increase your chances of success. Consider attending networking events or reaching out to contacts on LinkedIn to expand your professional network. 

Future of AI in Hiring and Recruiting

The use of AI in hiring and recruitment will likely continue to grow in the coming years. One emerging trend is predictive analytics, which can identify the best candidates based on various factors, such as past performance and skills. Some companies are also experimenting with using AI to create customized job descriptions tailored to the organization’s specific needs. 

The use of AI in hiring and recruitment is becoming increasingly common. While there are certainly benefits to using AI, job seekers need to be aware of its potential downsides and learn how to navigate the process effectively. By understanding how AI is used, preparing for AI-powered interviews, and building relationships with recruiters and hiring managers, job seekers can optimize their chances of success in a world increasingly powered by AI. 

About Equiliem

Equiliem (www.equiliem.com) believes in empowering success. It’s our job to cultivate relationships that connect people and employers in a way that is inclusive, intelligent, and allows both to thrive. 

Across the U.S., leading companies in healthcare, government, light industrial manufacturing, professional services, and energy rely on us for their workforce solutions. Our recruiting and HR services include contract and direct hire staffing, Payrolling/EOR, Independent Contractor Compliance, and Managed Services.

Since 1995, we’ve helped shape our industry. Today, we continue to research, ask questions, and continuously enhance the candidate journey and client experience.