AI is more and more screening job candidates, however candidates and recruiters warn the expertise could prioritise pace over equity, fuelling fears of bias and a declining hiring expertise.
As AI takes on a rising share of recruitment duties, considerations are mounting that automated interviews and screening instruments could possibly be pushing hiring practices in direction of what some describe as a ‘race to the underside’.
The rise of AI video interviews illustrates each the effectivity positive factors sought by corporations and the frustrations candidates expertise when algorithms, somewhat than folks, turn out to be the primary level of contact.
BBC journalist MaryLou Costa discovered this out first-hand after her AI interviewer froze mid-question. The platform supplier, TestGorilla, stated the malfunction affected solely a small variety of customers, however the episode highlights the fragility of a course of that corporations more and more depend on to sift by rising volumes of purposes.
With vacancies down 12% year-on-year and purposes per function up 65%, companies argue that AI is now important for managing the workload. Recruitment teams comparable to Expertise Options Group say automated instruments assist determine the fraction of candidates who will advance to human interviews.
Employers are additionally adopting voice-based AI interviewers comparable to Cera’s system, Ami, which conducts screening calls and has already processed tons of of 1000’s of purposes. Cera claims the software has lower recruitment prices by two-thirds and saved important workers time. But jobseekers describe a dehumanising expertise.
Advertising skilled Jim Herrington, who utilized for over 900 roles after redundancy, argues that keyword-driven filters overlook the broader qualities that outline a robust candidate. He believes corporations danger damaging their fame by changing actual dialog with automated screening and warns that AI-based interviews can not replicate human judgement, respect or empathy.
Recruiters acknowledge that AI can also be remodeling candidate behaviour. Some candidates now use bots to submit 1000’s of purposes directly, additional inflating volumes and prompting corporations to rely much more closely on automated filtering.
Ivee co-founder Lydia Miller says this dynamic dangers making a loop during which either side use AI to outpace one another, pushing people additional out of the method. She warns that candidates could quickly tailor their responses to fulfill algorithmic expectations, somewhat than talk real strengths. Whereas AI interviews can scale back stress for some neurodivergent or introverted candidates, she says current bias in coaching information stays a major danger.
Consultants argue that AI ought to increase, not exchange, human experience. Expertise guide Annemie Ress notes that skilled recruiters draw on refined cues and instinct that AI can not but match. She warns that over-filtering dangers excluding robust candidates earlier than anybody has learn their CV or heard their voice.
With debates over equity, transparency and bias now intensifying, the problem for employers is balancing effectivity with significant engagement and making certain that automated instruments don’t undermine the human relationships on which good recruitment relies upon.
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