Artificial intelligence (AI), in all its forms, is already a powerful tool for HR, particularly when it comes to hiring. AI can help in screening resumes and applications to identify the best candidates more quickly and efficiently. It can also assist with interviewing. AI is a new technology and implementing it without human oversight and proper consideration can be risky.
HR departments will need to find a balance between AI and human hiring experts, and adopt a hybrid AI approach, in which both work together to maximize their strengths and achieve the best possible results. We’ll examine three AI-based hiring cases to show how the two can be combined for better results.
Resume screening using AI
Resume screening is one application of AI. Since a long time, many organizations automate resume screening by using basic keyword matching in order to identify desired skills. These approaches are limited, however, as they may miss candidates with desirable skills who have not clearly communicated them on their resumes.
AI-based resume screening is more accurate than keyword matching but requires training and supervision to ensure accuracy. Some organizations used historical hiring data for AI training, only to discover that the biases in previous hiring decisions were replicated. Or they got strange results like a preference for certain first names. AI mistakes can occur if it is not checked and discovered.
In some cases, biases can be eliminated through training, monitoring and corrective actions. The organizations can create more objective data by having human raters assess resumes using standardized criteria. This will ensure consistency. However, this option may not be feasible for some companies.
AI-based resume screening can also be a challenge because it is better at identifying professional skills like resilience, strategic thinking and flexibility than technical skills. These non-technical abilities are valued more by organizations because they are more durable and better at predicting career and job success over time.
AI can be used by companies to identify faster candidates that are more likely to excel in the workplace. It is vital to check and monitor the AI in order to make sure it accurately identifies the best talent. In many cases, additional formal and objective assessments are needed to identify the best candidates. This is especially true when professional skills are crucial for effective performance.
Use of AI in Formal Assessments
Assessments are increasingly popular among HR departments to assess a candidate’s qualifications, rather than relying solely on a resume and cover letters. This cause is promoted by the Tear The Paper Ceiling campaign, which includes a number of well-known companies such as Accenture. Chevron. IBM. McKinsey.
The use of generative AI to generate assessment questions is possible. It may sound great, but the questions may not measure the skills well or meet the criteria of a good test item. Again, organizations can use a hybrid scenario where AI creates the initial assessment items and then human experts select and edit them. A hybrid model is a way to accelerate the development of assessments and produce better results than AI or humans alone.
AI can be used to improve interviews, particularly if they are conducted by organizations using structured interviews that include standardized questions about experiences. These are then evaluated based on standardized criteria. AI can help with the generation of questions for assessing target skills, suggesting follow-up questions and evaluating responses. As with resume screening, AI is most effective when used alongside human interviewers to monitor the results.
It is important to keep in mind that even though AI can conduct and evaluate interviews without human involvement, as many as 2/3 of candidates remain spooked by the use of AI during the evaluation process. They are also turned off by its use. The empathetic, relationship-building aspects of human interaction remain vital in creating a positive candidate experience and ensuring the best fit for the role.
AI can increase hiring efficiency by automating parts of the interview, screening and assessment process. AI can be used in a hybrid way, with human supervision and participation. This will produce the best results for both companies and candidates. It will ensure not only higher quality results but also a more engaging and human process for candidates.
