Artificial Intelligence (AI) is a buzzword in the HR world these days, promising to transform the way organizations find and select top talent. However, the use of AI in hiring remains a polarizing topic, with concerns about bias, transparency, and ethical implications. To gain insight into the confidence levels of incorporating AI into the hiring process, we surveyed over 450 hiring professionals in our recent 2023 Hiring Benchmark Report. Let’s delve into the findings, explore the split perspectives, and shed light on the factors influencing confidence in AI-informed hiring.
Hiring Benchmark Report: Insights and confidence levels of hiring professionals
The adoption of AI for hiring is still in its early stages, as revealed by the findings of our 2023 Hiring Benchmark Report. Among HR professionals, there is a divided sentiment: only 12% currently utilizing AI in their recruiting or talent management processes. The majority of respondents (77%) stated that they are not using AI, while 11% remained unsure of its use in their hiring process. This indicates that while many HR and recruiting teams are just beginning to explore this new technology, much of the industry remains reluctant to adopt it. It is also possible that some professionals may be uncertain about the precise definition of AI and the specific technologies that fall under its umbrella.
The survey findings also shed light on the factors that contribute to these varying confidence levels. One key concern hiring professionals have is the risk of bias in AI algorithms. Because AI can only be as unbiased as the people who implement it, ensuring fairness and transparency is paramount. The fear of unintentionally harmful or discriminatory outcomes has made many people understandably hesitant to fully embrace AI in their hiring practices.
Another factor influencing these confidence levels is the challenge of maintaining transparency and ethical practices with AI-driven hiring. The lack of visibility into how AI algorithms function can be a cause for concern. Hiring professionals want to ensure that they can identify and address any biases or issues that may arise before they have an adverse impact on their hiring pool. Transparency is crucial to building trust in AI systems and ensuring that hiring decisions are fair and unbiased. “Glass Box” algorithms will be essential in instilling confidence in hiring professionals when it comes to integrating AI in the hiring process.
How do hiring managers perceive AI’s ability to perform specific tasks?
During a recent webinar on AI in Hiring, Criteria’s Dr. Matthew Neale (VP of Assessment Products) and Craig Gillies (Global Manager of Consulting Psychology) conducted a survey to gauge the audience’s comfort levels regarding the use of AI for various hiring tasks. At the end of the webinar in which they provided insights into the strengths and weaknesses of AI, they asked the audience the same question to determine how their comfort levels had changed, if at all. This allowed them to measure any shifts in perception of AI’s potential in the hiring process once the audience was more informed. The results were interesting:
Most notably, there was a significant increase in comfort levels for using AI to help with ‘identifying potential candidates’ after the webinar. This suggests that increased education on how AI works in practice can help the audience recognize the value of AI in efficiently sourcing and screening candidates. The overall-positive comfort level in using AI to draft job descriptions suggests that the audience sees the potential benefits of AI in automating and optimizing some aspects of the hiring process.
However, it’s important to note that there was a decrease in comfort levels when it came to using AI to help with ‘predicting who is likely to be successful in a promoted role. This indicates despite getting more information, the audience still has reservations about the accuracy and reliability of AI in making predictions about future performance.
These results highlight the nuanced perspectives and evolving attitudes towards AI in hiring. While there is a recognition for its potential in certain areas like automation and processing data, concerns and uncertainties still exist. Read our recent blog where we delve further into the distinct strengths and weaknesses AI brings to the hiring process.
The road ahead for AI in hiring
The confidence levels hiring professionals have surrounding AI in hiring process are split, reflecting the ongoing debate about its benefits and risks. As organizations navigate the future of AI-driven hiring, it is crucial to address concerns around bias, transparency, and ethical considerations. Access to information and education on how AI can be responsibly incorporated into the hiring process will improve the adoption of new AI-driven hiring technologies
By prioritizing fairness, transparency, and responsible use of AI, organizations can build trust, enhance diversity, and make more informed hiring decisions. However, achieving success in AI-driven hiring requires a delicate balance between embracing innovation and upholding ethical standards. Check out our recent blog to learn more about the future of bias regulation in AI-powered hiring and the implication of the New York AEDT Rule.
