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HR expert Jim Stroud on usage of AI recruitment tools: Recruiters sing praises, candidates raise doubts

“AI is transforming HR, but it’s crucial to remember the human factor. After all, we’re hiring people, not robots.”

Jim Stroud
HR and Recruitment Influencer
Jim Stroud on AI recruitment tools

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Companies love AI recruitment tools because they make their hiring processes more efficient and their recruiters more productive. 

But how do the candidates feel about these tools? Are they feeling the love? Well, not so much. Let’s understand in detail.

Findings of a Pew research study

A recent suvey about using AI in hiring and evaluating workers reveals mixed opinions.  

  • The study shows that most Americans surveyed (72%) are opposed to AI making final hiring decisions. Some are receptive to the idea of AI being involved in part of the hiring process, but not making the final decision.
  • 41% say they oppose the idea of AI reviewing job applications, while 28% favor it and 30% are unsure. American adults are more split on whether they favor or oppose the use of AI to track workers’ productivity and handle other day-to-day management tasks.
  • Out of all respondents, 47% oppose the idea of using AI analysis of worker performance to make decisions about who to promote, while 22% favor it.
  • Of the survey respondents, 51% oppose using AI to track exactly what workers are doing on their work computers, while 27% favor it and 22% are unsure. A large majority (70%) oppose using AI to analyze employees’ facial expressions, the least popular use case posed by the survey.
  • In total, 66% said they would not want to apply to a workplace that uses artificial intelligence to help in hiring decisions; another 32% said they would still apply. 

But out of all the data collected, a comment from a person surveyed really resonated with me:

When asked, “Would you want to apply for a job that uses AI to help make hiring decisions?” One person, a woman in her 40’s said no, and gave this reason why. “It would lack/overlook the human factor. What if I don’t have the ‘right’ keywords on my application? Would I be dismissed outright? I would need to learn more about AI to feel more comfortable with it.”

I find all of this fascinating because there are a lot of AI recruiting software and tools like ATS, ChatGPT, Midjourney, and more. At last count, I think it was – all of them. So, in light of these findings, how do companies reconcile their purchase decisions?

Top 3 things to consider while investing in AI recruitment tools

1. Transparency 

It’s quite evident that AI tools are going to be used in the hiring process in today’s age and day. So, explain to candidates that these tools are merely tools and that humans make the final recruitment call. 

After all, when you work for company X, you report to a person, not a machine. 

2. Make data accessible 

When using tech to track worker activity, make the data accessible to the worker so they can explain anything that could be misperceived as something else. 

Do not set up a culture where a machine said you were not working and based on that alone, we are firing you. I can only imagine the stack of lawsuits that would follow.

3. Complaint platform 

Set up a 3rd party to arbitrate complaints. For employees, that is HR. For candidates and job applicants, that could be laws like the automated employment decision tools law in NYC which requires that the use of AI tech leveraged in employment decisions to be screened and audited on a yearly basis to ensure its use will not result in discrimination or disparate impact.

And my personal opinions on AI recruitment tools? Technology is transforming HR, but it’s crucial to remember the human factor. After all, we’re hiring people, not robots.

But hey, that’s just one guy’s opinion. What’s yours? Leave a comment and let me know. 

P.S.: On a lighter note, here’s a hilarious comic strip:

Jim Stroud's comic on onboarding blues

 

Author

Jim Stroud

With over a decade of experience in recruitment and sourcing, Jim Stroud has consulted for companies such as Microsoft, Google, Siemens, and a host of startup companies. During his tenure with Randstad Sourceright, he alleviated the sourcing and recruiting headaches of Randstad clients worldwide as its Global Head of Sourcing and Recruiting Strategy. Quite recently, he served as VP, Marketing for Proactive Talent – the most recognized and respected name in talent attraction, hiring and retention. Presently, he produces “The Recruiting Life,” a comic strip about the world of work while seeking out his next career adventure.

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