AI in Recruiting: Just Scratching the Surface

Mar 15, 2024

AI has been making serious waves lately, with virtually no industry untouched by the potential impacts it might bring. Of course, the world of recruiting is no exception.

AI, like any innovation, has quite a bit of duality — a mix of advantages and challenges — plus a vast unknown. So far neither good nor bad, AI’s future is yet to be determined. For now, the most important piece in all of this is building awareness of the evolution that is beginning to take place, as well as what this might mean for the future of recruiting.

In order to keep up with best practices, both employers and job seekers should strive to be well-informed about the potential impact AI could have on the recruitment process. Understanding AI’s uses, capabilities, and limitations empowers individuals on both sides of the hiring equation.

One notable shift in the modern approach to recruiting is the use of bots. Equipped with advanced algorithms, bots are becoming strict gatekeepers as they work to filter applicants. The rise of these digital gatekeepers makes it challenging for job seekers to have their profiles reviewed by real humans. The efficiency of these bots comes at a cost as they can easily exclude qualified candidates due to rigid keyword scans and predetermined qualifications. Often, the best candidates are those that don’t fit into the predefined box — the ones that bring diverse skills and experiences but fail to meet narrowly defined criteria. These people are now at risk of being rejected before they’ve even been seen by a real person at the company they’re applying for. This is particularly evident in large corporations that resort to software to filter large volumes of resumes swiftly.

Another important note is that the aesthetic presentation of resumes is also at risk of algorithm biases. Creative formats, colors, and graphic designs, which are used as a way for candidates to stand out, might now be reason enough for bots to discard the entire resume. The challenge for resume-writers has developed beyond simply showcasing their qualifications — now they must also do so in a way that aligns with the preferences of these digital gatekeepers.

There has also been a marked increase in the use of video analysis software in interviews. Traditional face-to-face interviews are no longer the norm, as candidates find themselves increasingly interacting with algorithms instead of real people. These sophisticated systems track not only the words spoken by a candidate but also more nuanced factors such as their body language and voice inflections. While this offers a streamlined evaluation process, it also naturally raises concerns about the ability of algorithms to truly understand the complexity of human communication.

The truth about AI is that it cannot provide true value without the human touch. AI cannot function properly when humans don’t take the time to double check its work. We need to find a balance between the efficiency of AI and the importance of human judgment.

AI should be viewed as a tool to augment the capabilities of recruiters, not replace them. Human-centric values, such as creativity, intuition, and diversity, should be integrated into the design and application of AI in recruiting processes. A collaborative approach, where humans guide and oversee AI systems, can lead to a more inclusive and fair recruitment environment.

Rather than panicking about the dawn of AI, or going full force into this technology that is still in its infancy, let’s just work to stay informed while keeping an open mind.

As we continue to see this evolution unfold, we should begin establishing guidelines for the ethical use of AI in recruiting. Employers and employees alike should be mindful of the potential biases embedded in algorithms. Employers can work actively to eliminate discriminatory practices, while employees can draft their resumes with bots in mind.

Since AI is obviously here to stay, we should focus on building awareness, prioritizing efficacy as much as efficiency, and advocating for more integration between AI and the human touch. The future of recruiting should not be a battleground between man and machine but a collaboration where technology serves as a facilitator, leaving room for the essential qualities that make us uniquely human.

Other Recent Blogs

How to Streamline the Interview Experience

How to Streamline the Interview Experience

A new year means new talent! Hiring surges in January, like clockwork. As companies urgently seek to fill crucial positions, the hiring process can become chaotic and overcomplicated. Streamlining the interview experience is an important step in ensuring a positive...

read more
How to Know When to Work with a Recruiter

How to Know When to Work with a Recruiter

Hiring is arguably the most important decision a business leader has to make. No matter how strong your vision and strategy are, the people you hire are the factor that will either make or break your success. Hiring right is not only an investment in your team, but in your organization’s long-term success. How can you ensure that you recruit efficiently and effectively?

read more
One Simple Thing Missing From the Hiring Process

One Simple Thing Missing From the Hiring Process

With Thanksgiving right around the corner, I’ve been thinking about how grateful I am for P3Hired’s clients, cheerleaders, and community. So, I just want to start off by saying a big thank you to all of you reading this! P3Hired wouldn’t be what it is without YOU....

read more
The Power of Placement in the World of Place Management

The Power of Placement in the World of Place Management

In the dynamic world of place management, where urban planning and economic development professionals,, Business Improvement Districts (BIDs), Public/Private Partnerships (PPPs), and Community Improvement Districts (CIDs) come together to shape our cities, one thing...

read more
The Biggest Mistake You Can Make When Making a Job Offer

The Biggest Mistake You Can Make When Making a Job Offer

Think about the last time you hired someone. How’d the negotiation go, and was it uncomfortable at all? Did you feel like you came out on top, or did they take the win? If you’re hiring right, this question might not make any sense. It shouldn’t be possible for one...

read more
How to Hire for Your Company’s Future

How to Hire for Your Company’s Future

In today's quickly evolving business landscape, it is crucial for companies to adopt a forward-thinking approach to hiring. Instead of just relying on experience and currently-held skills, organizations should prioritize hiring for potential and building a robust...

read more
4 Invaluable Benefits of Mid-Year Check-Ins

4 Invaluable Benefits of Mid-Year Check-Ins

As we reach the midpoint of the year, it's a good time for companies to pause and reflect on their current state and future goals. Beyond evaluating progress and adjusting business strategy, a mid-year check-in presents a unique opportunity to forecast and prepare for...

read more
Candidate Experience: The Full Sandwich

Candidate Experience: The Full Sandwich

We’ve all been there before: sitting in the waiting room for an interview, wondering why we haven’t been greeted; or on our way out feeling like the ending was abrupt. Feeling unappreciated as a candidate is a warning sign that most people tend to heed. In fact, 4 in...

read more
Hiring in the NonProfit World

Hiring in the NonProfit World

Did you know that nonprofits employ 10% of the national workforce? Nonprofits are doing good in a world of uncertainty. With a recent rise in people prioritizing work/life balance and feeling good about what they do for a living, the nonprofit sector has a unique...

read more