High-Tech Hiring: 4 Drawbacks of Using Artificial Intelligence in the Hiring Process
Whether in our personal or professional lives, Artificial Intelligence (AI) continues to grow in popularity by making often tedious and time-consuming tasks more manageable.
One particular area where AI has been notably useful is the hiring process. Electronically scanning resumes and job applications continues to save HR and hiring-managers considerable time and effort when determining the top candidates for a position.
However, while AI carries the advantage of efficiency when it comes to the hiring process, there are some definitive drawbacks to a fully automated world. Here, we will visit a few of those disadvantages in relation to both job seekers and employers.
1. Overlooking Resumes Not Optimized for Search Engines
Those who work in HR or recruiting are likely familiar with Applicant Tracking Systems (ATS). However, the average job-seeker may not be, and could potentially lose out on a promising opportunity due to an ATS oversight. Employers risk missing out on talented candidates because of a technicality, such as an alternate resume format or phrasing which may not be consistent with AI settings. Additionally, AI platforms can easily miss important incongruities (i.e., unexplained employment gaps) as well potential assets that are only detectable through human judgment.
2. Sending the Wrong Message to Candidates
One of the latest developments in AI is the automated interview, or screening candidates through software rather than via a personal meeting. While the technology is impressive, the process itself may have a negative impact on drawing valuable candidates to your organization. There are those who do not favor the idea of being recorded or subjected to facial recognition tools. If anxiety ensues as a result, some candidates may not present their best selves or act as natural as they would during a traditional in-person interview. Moreover, some candidates may simply decline, feeling that it’s an invasion of their privacy or a sign of an impersonal employer.
3. Skipping Soft Skills and Cultural Fit
Some employers opt for a basic form of AI that is essentially a “matching” process or a verbatim-based algorithm. Judging candidates solely in this manner offers a single or one-dimensional view. Soft skills, also known as Emotional Intelligence Quotient (EQ), cannot be measured by automation of this nature. Furthermore, characteristics which may offer clues as to whether a candidate is a good fit for the culture of your company are not easily determined via AI, if at all. Other important factors that can be missed during an AI hiring process are decision-making and problem-solving skills.
4. Susceptible to Human Partiality
One of the more promising aspects of AI is the potential elimination of personal biases, such as gender, race, and socioeconomic background. The only possible way to achieve this, however, is through extensive data. Like humans, AI learns through repetition. Therefore, if this data is not regularly and properly updated, it may conform to the very partiality we wish to avoid; which leads us to the reality that AI is only as capable as the person in the programming-chair. The basis of AI still relies on effective human guidance in order to be useful.
It’s safe to say that the use of AI in the hiring process is here to stay. Fortunately, if used properly, there are many positive aspects which can save companies both time and money while effectively searching for new employees. However, in our quest for perfection through technology, let us not remove ourselves from the equation by underestimating the power of personal, human intuition.
Stewart, Cooper & Coon offers Human Capital Strategy Services to both individuals and corporations. Our staff is dedicated to our clients’ success via innovative job search processes, employment management strategies, and state-of-the-art technologies. Contact Fred Coon – 866-883-4200, Ext. 200