A recent article by People Management explores how much of a role technology should have in HR. It’s something we’ve also been discussing here at CXR as part of the Transparency in Recruiting movement – most recently in our Transparency in AI: A Member & Alumni Discussion, where we sat down with HireVue, Sapia.ai, and HiredScore to dive deeper into the topic.
The benefits of technology in HR are pretty clear: actionable analytics, more efficient recruiting, and in many ways, improved candidate experience, just to name a few. With recruiting rec loads as packed as ever, is AI a reliable way to relieve the pressure? We think so – with just a couple of caveats that we’ve outlined below.
With bias (either conscious or unconscious) often present in hiring, the hope is that AI can work to reduce its impact. However – the “output is only as good as the data that goes in.” Therefore, organizations and technology vendors should work to ensure that biased parameters aren’t making their way into algorithms.
To automate interviews or to not automate interviews
While organizations are drawn to the idea of automating interviews, it’s often at the expense of candidate experience. Beyond a lackluster first interaction with your organization, automated interviews could overlook non-traditional candidates and negatively impact diversity initiatives.