Love it or hate it, artificial intelligence (AI) is integrating into business processes for organizations of all sizes and industries. Employers considering implementing AI tools into their recruiting and hiring processes should evaluate the potential and limits of this emerging technology.
- How can AI help in the recruiting process?
AI can be used to screen applicants, aid recruits with their applications, auto schedule interviews, and more. Using AI can reduce time consuming administrative tasks for HR personnel, streamline the hiring process and reduce hiring biases with an equitable approach. From automated chat bots during the application process to efficiently screening large volumes of resumes in a short amount of time, AI-powered solutions are quickly becoming an integral part of recruitment. - Is there liability in using AI? The Equal Employment Opportunity Commission (EEOC) has recognized the potential for unintended discriminatory screening practices when using AI tools. Employers should refer to EEOC guidance to minimize the risk of an American with Disabilities Act (ADA) violation. AI is meant to make life easier, but an inadvertent breach of ADA rights in the recruiting process can have costly consequences.
- Can AI tools replace the need for HR roles?
While AI can support many HR-related processes, it is not a replacement for HR personnel. AI tools are just that – tools that help HR personnel become more successful in their role. The need for human interaction in the recruiting and hiring process will always exist. While AI programs make the application and screening
process easier for candidates and employers, they are no substitute for personal interactions that convey company values and culture.
Looking for a helping hand in your recruiting and hiring process? Connect with our HR Consulting team.
