Whilst there are many potential upsides to using AI in recruitment, such as increased efficiency and accuracy, there are also some possible downsides which should be considered. One downside is that AI could lead to increased unconscious bias in recruitment, as algorithms may be more likely to replicate and amplify existing biases rather than mitigate them. Another concern is that AI could create a ‘black box’ effect, where it is difficult for humans to understand how or why certain decisions are being made. This lack of transparency could make it harder to hold AI systems accountable if things go wrong. Finally, there is a risk that over-reliance on AI could lead to a ‘machine error’, where an algorithm makes a mistake which a human recruiter would not have made.
Issues with accuracy and reliability. Although AI has come a long way, it is still far from being considered perfect
When about hiring, accuracy and reliability are key. Unfortunately, AI is still far from being perfect in this regard. There have been numerous cases where AI-based hiring tools have been found to be inaccurate and/or unreliable.
One of the most notable examples is when Amazon had to scrap its own AI-based recruiting tool because it was biased against women. The tool was trained on data from past applicants, which unfortunately contained a large gender bias. As a result, the tool ended up recommending far more male candidates than female ones.
This just goes to show that even the biggest companies with access to the best technology can’t always get it right when it comes to AI-based hiring tools. So if you’re considering using such a tool for your own business, you need to be aware of the potential risks involved.
Inaccuracy isn’t the only issue either. Reliability is also a major concern with AI-based recruiting tools. In one recent study, it was found that nearly 40% of all resumes submitted to an online job board were flagged as fake by an AI-based screening tool. That’s a pretty alarming statistic given that most businesses rely on these types of tools to help them screen candidates!
So what does all this mean for businesses that are considering using AI in their recruitment process? Well, first and foremost, they need to be aware of the potential risks involved. Inaccuracy and unreliability are both major concerns that need to be considered before making any decisions about using such a tool in your hiring process
Related Articles:
Too much dependency on certain keywords. AI depends very much on certain keywords to scan through their pile of candidates
The use of AI in recruitment has been on the rise in recent years, as more and more companies look to technology to help them find the best candidates for open positions. However, there are some potential downsides to using AI in recruitment that should be considered before making the switch.
One of the biggest dangers of using AI in recruitment is that it can lead to a reliance on certain keywords. This is because most AI systems work by scanning through a huge pool of candidates and looking for those who match up with the desired skillset and experience. However, they often do this by simply searching for keywords related to those things.
This can be problematic because it means that a candidate who might be perfect for the job but doesn’t use the right keyword in their CV could easily be missed by the system. Additionally, it can also lead to discrimination against certain groups of people, such as those with foreign qualifications or non-traditional work histories.
Another downside of using AI in recruitment is that it can take away some of the human element from the process. This is because when you rely on an automated system to do all or most of the work for you, there’s less opportunity for personal interaction between recruiters and candidates. This lack of human interaction can make it harder to build rapport and get a true sense of whether someone would be a good fit for your company culture.
Lacks nuance of human judgement
While AI can help to identify and assess candidates in a more efficient and objective manner, it lacks the nuance and understanding of human judgement. This can lead to recruitment decisions that may not take into account important factors such as gut feel, team fit or long-term career potential. Additionally, AI is often only as good as the data that is feeding it, which means that any bias in the data will be reflected in the results.
“Recruitment is a necessary evil.”