AI has become a useful tool for many of us in recent years, but over-reliance on the emerging technology could leave recruiters in a sticky situation.
Through all stages of recruitment, from sourcing candidates to onboarding, AI has been hailed as a pioneering advancement for the industry, but there are questions over whether the technology could breach the rights of applicants.
Across the EU and the US measures have been put in place to mitigate the impact of AI on recruitment candidates, but no such legislation has been agreed in the UK.
So what is all the fuss about? Essentially, the use of AI in recruitment poses risks around bias and data privacy.
Many employers are using algorithms to screen candidates, filtering them based on detailed criteria or answers to specific questions. Advanced machine learning algorithms learn from past decisions and can unintentionally perpetuate bias in the future hiring process.
Without intervention, this cycle of biased decision-making can easily become embedded in algorithms affecting objectivity and having a direct impact on candidates seeking employment.
AI’s use of personal data also raises privacy concerns. Recruitment processes often lack transparency, making it unclear to candidates how their data is used, potentially breaching GDPR laws if left unchecked.
Aside from falling foul of privacy and discrimination laws, there are other reasons why reliance on AI in recruitment can have a negative impact on a business:
Transparency of how AI is used in recruitment processes can help to build trust in potential candidates. Candidates may feel they have been misled through the recruitment process if they are not informed their application is subject to AI screening. This can lead to reputation damage and mistrust.
AI makes mistakes and can overlook elements of an application which can directly affect the hiring process.
The lack of human interaction at key stages of the recruitment process can put people off, affecting an organisation’s ability to attract the right talent. Being able to interact with a real person helps to build trust and can pay dividends in the long term.
AI in recruitment has significant potential though, which is why the UK Government’s Department for Science, Innovation & Technology has published its Responsible AI In Recruitment Guidance.
Its summary says:
Adopting Artificial Intelligence (AI)‑enabled tools in HR and recruitment processes offers the automation and simplification of existing processes, promising greater efficiency, scalability, and consistency. However, these technologies also pose novel risks, including perpetuating existing biases, digital exclusion, and discriminatory job advertising and targeting.
Artfully Media’s Leigh Randall believes that AI can support with the recruitment process, but job board knowledge, intelligence-led insights and human experience are the vital ingredients for a successful campaign:
“For years we have been hearing about how AI can change the face of recruiting, but in reality it’s only there as a supporting function. No organisation in its right mind would leave the key stages of recruiting purely down to AI. If they do, the consequences could be profound. In the future, we are likely to see situations where the use of AI in recruitment leads to lawsuits regarding GDPR breaches and discrimination.
“Rather than using AI in an extreme sense, it can be harnessed to help in limited capacities but it still needs human oversight and intervention. In our experience, the best ROI for recruitment strategies comes through data-led insights, job board know-how and experience in the industry.
“Recruitment moves fast and candidates’ behaviour can change quickly. AI simply isn’t currently capable of understanding the nuances of an organisation, the behaviour of candidates and how the two interplay.”
Find out more
If you’re keen to maximise your recruitment ROI but you’re unsure of where to start, Artfully Media can help you navigate the up-to-date recruitment landscape. Tap into our unrivalled job board knowledge of platforms like Indeed, Totaljobs and CV Library, and get in front of active and passive candidate markets.
