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Artificial intelligence (AI) is the future of work, and companies that are able to leverage this to improve processes are already one step ahead of their counterparts.
But this tech is relatively new to public use, and with that comes errors in implementation. While not everyone needs to be an expert, HireVue senior assessment consultant (APAC) Tariq Shaban said employers must embrace AI.
“In Australia, industries are embracing AI to enhance operational efficiency, improve decision making, and elevate customer experiences, gaining a competitive edge in the process,” said Mr Shaban.
“Particularly in finance, telecommunications and mining where the applicant numbers are often in the thousands, AI plays a crucial role in streamlining talent acquisition.”
There are a variety of ways that AI is assisting in recruitment. Not only does this make the process quicker, but it frees up time that employers can spend on more hands-on tasks.
“Traditional, résumé-driven high-volume hiring processes can extend or slow down the hiring cycle and take time away from busy managers. However, enterprises are increasingly turning to AI to eliminate these challenges,” Mr Shaban outlined.
“By using technology like games-based assessments or on-demand video interviews, managers can review top candidates quickly at their convenience and only schedule face-to-face interviews with the most qualified talent. For large employers, technology can go a long way in creating a faster, fairer, and friendlier hiring process while reducing the pressure on hiring teams. Companies are also using AI to democratise the hiring process by removing bias.”
Furthermore, Mr Shaban believes that AI can actually make the hiring process more effective by bringing structure.
He continued: “There is no way around it; traditional job interviews aren’t properly assessing candidates. Countless studies demonstrate that unstructured interviews, which unfortunately constitute the majority of interviews today, do not reliably predict future job performance.”
“Instead, their lack of structure or standards provide a fertile ground for biases to influence hiring decisions and for candidates to present themselves in a performative manner, which ultimately leads to bad hiring decisions and wasted potential.”
“AI not only creates operational efficiencies; it can also lead to fairer and more predictive talent decisions. Hiring decisions are usually riddled with bias and subjectivity, but carefully tested and developed algorithms can ensure that every candidate is evaluated against the same criteria. These criteria are rigorously designed to predict job performance and prevent discrimination against marginalised and underrepresented groups,” Mr Shaban said.
Leaders who remain sceptical of this technology run the risk of falling behind in the future of work. Those who are willing to embrace AI are ensuring early on that they’re prepared for the shifts that the job market is beginning to go through.
“For anyone who is relatively acquainted with the job market today, it is clear that our current methods have not delivered on their promises, continuing biased processes that directly impact the efficacy of the hiring process. Australian candidates are far from oblivious to this fact, with HireVue’s recent research revealing 37 per cent of Aussie job seekers believe AI will remove age bias from the hiring process, and 34 per cent believing it will eliminate gender bias,” Mr Shaban explained.
“As the adoption of AI increases exponentially, leaders should look to the opportunities AI provides for their workforces. While some fear and scepticism are warranted, our baseline assumption is that AI is neither inherently ethical [nor] unethical, but its outcomes certainly can be.”
Mr Shaban listed the top outcomes employers should look to get out of AI:
- Accessibility and inclusion
- Fairness
- User experience and reactions
- Transparency
- Accuracy
He concluded: “Finding the best person for a job remains the number one goal of recruitment and selection. And while the most in-demand skills and abilities will evolve as automation fundamentally changes large sectors of the economy, ensuring processes are grounded in objectivity and fairness should always stay a constant priority.”
RELATED TERMS
The practice of actively seeking, locating, and employing people for a certain position or career in a corporation is known as recruitment.
Jack Campbell
Jack is the editor at HR Leader.
