AI in the hiring process: why it shouldn't be used

The hiring process is an important stage, however, it is a time-consuming process. As an employer, it can be tiring having to sort through applications to decide which candidates have the qualifications needed for your job opening.

AI technology is being used more in the hiring process, this is because it can be helpful when having to sort through a large number of applications. There are however, downsides to consider when it is being used during this process.

In our latest blog, we delve into how AI is doing more harm than good in the hiring process.

 

Ways AI can bring more harm than good

Along with technology, AI carries a certain amount of risks, challenges and biases that can't be overlooked. Risks should be managed efficiently to ensure the benefits of AI can outweigh these harms. Users of AI believe that the problem isn't AI itself but the way it is being used by individuals. Many are hoping that regulatory measures will address the risks associated with AI.

 

So what methods of AI are being or could be used during hiring process?

• Utilising AI-driven sourcing solutions streamlines the hiring process, identifying and engaging with suitable candidates quicker.

• Interview tools enhanced with AI analyse candidates' voice and facial cues, analysing their tone, mood, and emotional responses.

• Companies are progressively adopting AI-driven talent assessment tools to gauge candidates' skills and personality attributes.

• AI screening systems employ diverse methodologies, ranging from parsing resumes to assessing behaviours and competencies.

• Craft a tailored onboarding journey to welcome new employees warmly and immerse them in the company culture.

 

Can Be Off-Putting For Candidates 

Even though the technology is useful, it is vital not to lose the importance of the human touch. Candidates can be put off by the lack of human touch within the hiring process, and often times it creates a distance between the hiring company and the candidate. Screening interviews in some cases are being done by software instead of humans, which whilst helps with work load capacity for the hiring manager, it will not engage the candidate as well as a human experience.

It's important to understand that not everyone will perform well whilst being recorded, or having to answer This will result in low metrics and missed opportunities. It is important to decide whether technology is being used wisely throughout this process.

 

Learns Human Biases 

There is a promise that AI can eliminate human biases, such as gender preferences or certain qualifications. AI needs a lot of data so it can screen resumes more human-like. it learns through observing repetitions of previous behaviours, there is a huge risk that AI will adopt biases from these patterns if it is not updated properly.

Without significant diversity within your dataset, algorithms cannot gauge the performance of individuals from underrepresented groups historically. The algorithm will then become biased towards the characteristics reflected in the dataset, evaluating all future candidates against that biased archetype.

 

Ignores Search Engine Optimised Resumes

Job seekers aren't aware of how AI or applicant tracking systems process their resumes. This creates challenges as you could be potentially missing out on great candidates if a resume is not written in an appropriate format. An example of this is if you are looking for CRM experience and the resume says 'SAP experience' how do we know if AI can tell the differences between these? This is why it is vital to be careful about what you are searching for.

 

Lacks 'Gut Instinct' 

AI presents an excellent opportunity to replace simple job duties, paving the way for expanded growth for employees previously engaged in such tasks. Nonetheless, the indispensable human touch remains essential, particularly in integrating intuition into the hiring process. Maintaining human involvement in the questioning and answering phase is highly important.

 

Doesn't Assess Soft Skills

AI tools cannot effectively evaluate the significance of soft skills, which are instrumental in enhancing productivity and fostering higher retention rates.

If your algorithm relies solely on a basic word-for-word match, a technology that's been around for three decades, it fails to evaluate tone, personality, or soft skills. Similarly, sentiment analysis falls short when assessing tone and personality in resumes, which are crucial for understanding a candidate's fit for a role. Personality is a significant factor in hiring decisions, yet poor people skills can lead to termination. It's essential to prioritise meaningful human dialogue in the hiring process.

 

Relies on the input of the human.

AI can only be as powerful as the person who uses it. AI largely relies on human direction. Whilst AI may be likely to improve its ability to predict our needs by 2035, based on tracking our behaviour, AI will always need a human to make final decisions, or to correct its assumptions. Think of a team who are looking for the wrong skills or personality, they will not find the correct talent. Now imagine over one thousand AI machines who are looking for the wrong things, they'll just get to the wrong place that little bit quicker. AI will only work when you have done the work to identify what the success criteria look like for the role.

 

Can't Evaluate Judgment And Decision-Making Skills 

AI screening is unable to evaluate the candidate's ability to exercise sound judgment. Will they be capable of decisive action, or will they become overwhelmed by information? Beyond possessing specific skills, can the candidate effectively apply them within the parameters of the job's requirements? Does the individual demonstrate the capacity to pose important questions essential to the role?

 

Limited To The Candidate Pool

Professionals in Human Resources must be cautious when relying solely on AI systems to select the top candidate from a pool. The entire pool may consist of average or below-average performers (B or C players). Even if the best candidate from this pool is selected, they may still only be a B player. In such cases, it may be necessary to begin a fresh and source a completely new pool of candidates.

 

How Heritage PS can help

At Heritage PS we can take the stress out of searching for the perfect candidate.

With a comprehensive understanding of the industries we serve, we offer specialised recruitment services across a range of job functions, including HR, Business Support, Digital, Technology, IT, Marketing, Senior Appointments, Finance and Accountancy, Legal and Sales and Procurement.

We go beyond being a typical recruiter. Our expertise extends across various industries throughout the UK, supported by strong connections and partnerships with industry bodies and initiatives. Each of our recruitment teams specialises in a specific industry, ensuring that when you choose to collaborate with us, you benefit from recruiters who possess deep knowledge in your field while providing consistent service across all disciplines.