The truth about how employers are using AI in the hiring process.

The algorithm now makes the hiring decision. Or does it? ??

So much noise, misinformation and scaremongering around about how employers are using AI to assess and hire candidates. Let's put the record straight:

Here is how I have seen employers* using generative AI in their hiring process over the last 12 months......

?

AI is being used by organisations when hiring to:

? ?Write good job descriptions optimised for inclusivity and fairness

? Identify and target candidates sourced from social media sites

? ?Post job adverts

? ?Evaluate CVs, application forms and shortlist/reject candidates using keyword optimisation. Yes, this happens. Employers are increasing their use of this as a way to deal with the wall of applications being received from applicants using-mass apply AI tools. AI generated application meets AI generated rejection decision!

? ?Send and score psychometric tests / online assessments as part of a pre-interview screening exercise or as an alternative to asking the candidate to submit a CV – interesting discussion on scrapping the CV from Robert Newry at Arctic Shores

? Schedule interviews

? Speed up prescreening by using a friendly chatbot such as Scotty AI to ask the candidate pre-screening questions

? Create suggested role specific questions and suggest an interview plan for the interviewer

? Transcribe the ?interview conversation and summarise into key points for easier cross-candidate comparison

? If a candidate is interviewing asynchronously using a platform like HireVue , assess the recorded interview answer using Natural Language Processing and score the interview - make the progress / don't progress decision

? Provide data on interview metrics – e.g. length of interview, % of time candidate was talking vs interviewer was talking, % of hires / rejections per interviewer. BrightHire has some excellent functionality for this

? Share interview notes easily with colleagues in the hiring and business unit teams

And here is where employers are not and should not use AI in their hiring process:

?? Completing a robust interview by probing candidate’s answers who (let’s face it) may have also used AI platforms to create those answers. ??

?? Creating a professional, friendly and ?informed interview experience for the candidate. According to a 2024 Boston Consulting Group report 68% of European job seekers would reject an otherwise attractive job offer if they formed a negative impression of the employer or organisation during the interview process.

?? Making a non-biased objective hiring decision based on candidate’s responses to contextual probing questions

AI is now a must-have in your hiring process …. but recognise its limitations to make business crucial hiring decisions. Human judgement is still required - and now more than ever.

Do you agree?

Hilt helps employers to make excellent hiring decisions by designing and implementing robust interview practices.?

?

*Not all employers use AI for all use-cases listed. As with all things..it depends!