The ways we use AI tools in recruitment are growing more sophisticated every day.
When it comes to recruitment and hiring, AI screening can minimise bias, enhance the candidate experience, and expedite many of the manual parts of the hiring process, creating a more positive experience for candidates and hiring managers.
On a recent episode of PageUp’s LinkedIn Live show: Talking Talent, PredictiveHire CEO Barb Hyman and PageUp VP Global Channels Dayne Nash discussed how AI screening tools can achieve impressive hiring results.
How do AI tools minimise bias in the hiring process?
AI takes away innate human bias. Our biases are part of what makes us uniquely us. They help inform our world view, but they also cloud judgment and decision making practices. While we can try to be self aware, the reality is that everyone has biases, whether conscious or unconscious.
When bias is left unaddressed in the recruiting and hiring process, organisations run the risk of mirror hiring and skewed diversity, equity, and inclusion (DE&I) outcomes.
AI screening addresses DE&I outcomes by taking a blind approach to processing candidate data in your ATS.
Read more: What jobseekers really think about your DE&I practices
“It is the game changer we’ve all been waiting for,” said Hyman.
Organisations that use this technology see positive outcomes in the sourcing and selection of candidates, which increases the diversity of their talent pool.
Hyman explained that PredictiveHire removes bias from the strategic selection process, ensuring that race, gender, or appearance have no impact on decision making. On the other hand, if video AI or CV screening tools are utilised, bias of appearance and pedigree respectively can still influence the fairness of the screening process.
Understanding what candidate data goes in and what data is left out of the algorithm is vital to understanding how AI tools operate.
Want to learn more about anonymised screening? Learn more about PageUp Anonymised Screening.
Are all AI tools fair?
Thanks to the way AI is created and its ongoing ability to learn, differences in algorithms are inevitable.
“Not all AI is the same,” said Hyman.
Identifying these differences is crucial in understanding how individual AI tools minimise bias. This is important for hiring decision-makers because it allows for limitations to be identified and addressed in the screening process.
AI tools are very complex but are designed with transparency in mind. Each AI tool will have adverse impact testing that can be shared with organisations as a way to cross-check that bias is being addressed.
If you’re looking to mitigate bias while still ensuring a fair hiring process, ask for an AI vendor’s adverse impact testing and for tailored adverse impact testing on specific data.
How can AI add value in a tight talent market?
Speed is key when hiring at scale. You want to find the best talent before your competitors do.
AI tools can process large volumes of information at rates otherwise thought unachievable. By automating the selection process in a fair, unbiased and efficient way, the value of AI tools is clear.
AI tools can also aid in talent acquisition when hiring in a tight talent market. A fast, seamless recruitment process means that job seekers are more likely to have a positive candidate experience and want to work for you.
Nash noted, “it’s not uncommon for an individual to be in a recruitment process for multiple potential employers”.
In a tight talent market where candidates have many options, being the first to make an offer can mean the difference between winning and losing quality talent.
How can AI create a positive candidate experience?
In a competitive hiring market, candidate experience counts.
Nash and Hyman discussed how a positive candidate experience is defined by a few key parameters, including:
- Fair treatment
- Quick responses
- Being treated with dignity
With the aid of AI tools in recruitment software, hiring teams can meet and exceed these candidate expectations.
It’s an empowering and positive experience for a candidate to apply for a role, be accepted to round one interviews the next day and have a job offer within 24 hours.
Hyman describes that with AI tools, “Businesses have the ability to win talent”.
AI is no longer a part of the distant future, it is here and now and helping thousands of people find the right fit for employees, employers and organisations.
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