Artificial Intelligence (AI) has entered several industries and quickly become vital to everyday life. Its many applications include writing articles, detecting fraud, teaching, and tracking pollution. But now, it’s set to take a vital role in another field – job interviews.
Nearly 43% of recruiters plan to implement AI for interviews by 2024, according to a survey conducted by Resume Builder – a popular platform for job seekers. That’s a staggering number! But is it the right move?
AI is gaining popularity among recruiters and HR professionals as a tool to reduce costs, increase efficiency, raise performance, and minimize bias. However, despite its promise to be more accurate and objective than humans, most people believe that human employees, not AI, should still make final decisions.
Many Americans are concerned that AI could be used to discriminate against applicants or even amplify existing prejudices unfairly. They also worry that computers cannot pick up on personality traits or determine whether candidates will get along with their coworkers. Furthermore, they fear AI will eliminate the personal touch necessary in the hiring process.
Most recruiters and HR professionals agree that AI can help with the screening and selection process by reducing the time it takes to screen CVs and identify worthy candidates for face-to-face interviews. In addition, it can help assess a potential candidate’s cultural fit, which is often difficult to determine by just an online application.
Moreover, AI can also assess job-related skills and experience, a particularly challenging aspect of the recruitment process. It can also predict how a new hire will perform on the job based on their previous performance in similar roles. In addition, it can be used to predict a person’s future career path by looking at past behavior patterns and analyzing the company culture.
But despite the advantages, most respondents feel that AI will not be as good as a human when assessing a person’s character and work ethic. They also feel that it will not be as accurate as a human when determining whether a candidate will be a good fit for the company’s culture.
