Issues with Artificial Intelligence in Recruiting
Companies have started implementing artificial intelligence into their hiring process more and more over the course of the past few years. In many cases, this has been a huge time-saver for employers, but AI in recruiting comes with its fair share of flaws as well. AI can make it much more difficult for some candidates to get noticed by employers and can make the same mistakes as humans.
AI is Not Truly Unbiased
One of the most pressing issues with hiring is the presence of implicit bias in the recruiting process. Artificial intelligence has been heralded as a solution to this since machines aren’t influenced by bias or emotions. Sure, machines do make decisions based on facts alone, but they rely on humans to supply these “facts”. Machine learning makes it possible for AI to learn how to make decisions based on data, but it still uses human-based information that was originally inputted. That means if flawed or biased data was originally entered, then the AI will also make biased decisions.
One example of AI being influenced by human bias comes from Amazon. The e-commerce giant implemented an AI recruitment system in an attempt to reduce bias. However, the system used hiring data from the previous 10 years to make decisions and developed an unconscious bias against female candidates because of the inputted data. If it can happen to Amazon, it can happen to anyone.
AI Can Be Unreliable in Candidate Screening
While some AI-based systems are relatively reliable in reading and screening resumes, many have a hard time with unconventional resume formats and fonts. Additionally, an AI-enabled applicant screening system may reject candidates because they don’t meet all criteria of the job description, even if their experience or skillset greatly overcompensates for the lack of a certain qualification. This leads to unoptimized resumes being ignored even if they come from great candidates.
AI is Impersonal
At the end of the day, you’re still dealing with a computer, no matter how advanced machine learning gets. AI chatbots can answer most questions and do so quicker than human recruiters. However, it can be frustrating when the AI is unable to provide the help that you need. In fact, nearly 80% of job seekers prefer human interaction to an interaction with a bot. It’s not just that bots get stuck on certain questions either, machines have trouble processing human emotions and slang terms too.
AI Can’t Measure Intangibles in Most Cases
Artificial intelligence is great for processing measurable data like years of experience and education level. However, it struggles with the intangible qualities of an applicant like personality, soft skills, and potential cultural fit within your organization. Unless you have access to data on things like cognitive aptitude and personality tests to inform your AI system, you lose the opportunity of finding the diamonds in the rough.
Artificial Intelligence in Hiring – Good or Bad?
Artificial intelligence can be extremely beneficial to recruiters and hiring managers, saving them a ton of time. However, AI applicant screening systems can be problematic if not implemented properly. The best way to ensure that your AI is operating reliably and without bias is to only use objective data like cognitive aptitude.