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Artificial intelligence can lead to ethical hiring and a diverse workforce

Smart recruiting platforms integrate AI, automation and predictive analytics with pre-hire assessments and a range of interview tools to identify qualified candidates.

Since the pandemic, more and more companies have integrated automated artificial intelligence and machine learning platforms to help with the selection and hiring of employees. According to a recent study by The Sage Group, 24% of companies have started using AI to acquire talent, and 56% of managers plan to adopt these technologies in the next year. AI can improve the recruiting process by automating time-consuming recruiting and hiring tasks to more accurately identify the right candidates for a role, ensuring diverse and fair selections, and reducing bias in the workplace. , a common goal that companies seek to achieve.

Recruiting teams face great pressure these days to hire for business growth while simultaneously keeping up with rising turnover rates, which can have a costly impact on the business. A broad estimate shows that the average cost per hire is just over $4,000 per employee, and the cost of turnover is even higher, at around one-fifth of an employee’s annual salary). With the ability to efficiently and instantly analyze large volumes of data, AI dramatically reduces the time spent finding and recruiting great potential candidates. Smart recruiting platforms integrate AI, automation and predictive analytics with pre-hire assessments and a range of interview tools to identify qualified candidates more accurately and increase efficiency and the quality of employment. Using AI in candidate assessments can help identify those who are likely to be at risk of turnover.

Related: Using Artificial Intelligence for the Employee Benefits Journey

How does this work? AI is powered by data, and the more information an AI-powered platform has, the better it will be able to deliver results based on that data. Due to its machine learning capabilities, the AI ​​looks for patterns in the data and makes hypotheses based on its findings. Therefore, during recruitment and hiring, AI can be trained to research a candidate’s skills and competencies to determine that person’s potential for a particular role. It can find statistical correlations between candidate characteristics and the various skills required for the open position to determine the candidate’s success rate, instead of focusing on past experience or “cultural fit” (i.e. i.e. similar characteristics, qualities and interests) – traditional methods this can lead to bias.

Interview on advances in science and technology

As in many industries, AI is not meant to replace the human aspect of hiring and talent acquisition, but it has the ability to improve many aspects of the process. This is especially the case when it comes to conducting and evaluating interviews. The interview itself is often a long and tedious process with many different steps. Using AI to suggest job-specific interview questions to recruiters, for example, increases objectivity and fairness as well as consistency and speed. Having structured interview questions that have been proven and tested by science improves the experience of recruiting teams and candidates.

Whether an interview is conducted on-demand, via text or phone, video or in-person, asking questions that are consistent and focused on factors directly related to career success is more effective for hiring teams – and more ethical – since candidates are evaluated specifically based on their job-related answers. AI is also useful for quantifying data; interview responses can be automatically and objectively scored against job-relevant skills – again, ensuring fair selections and mitigating bias.

Virtual recruiting tools and AI-powered interviews can also make the entire recruiting process more meaningful for candidates through more frequent and timely communication on behalf of the recruiting organization, and more opportunities for candidates to express themselves in their own words directly related to the position. No one likes long and tedious hiring processes. AI can increasingly help shorten the experience while simultaneously ensuring that results are even more predictive of new hire success.

The AI ​​in question

However, for all the benefits of AI in hiring, the technology is also vulnerable to bias. If AI-based tools are not designed or implemented properly, they can end up amplifying biases. To avoid this, developers need to be careful about the data they use to create algorithms. Even then, the results of algorithmic tools should be monitored regularly to ensure that they are not causing unintended results.

For the power of AI technology to be fully harnessed, it must be carefully harnessed and applied intentionally. This means that only objective information should be fed into the algorithms so that recruiting teams can focus only on characteristics relevant to career success. When this is done, recruiters and recruiting teams can create an inclusive recruiting process and improve diversity. Having visibility into how data is collected and used, and monitoring patterns for any new deviations and making necessary adjustments, is key to the long-term success of this technology.

Due to the potential bias of AI, we see new regulations emerging. New York just passed a law to limit the discriminatory use of AI technology in the recruiting and hiring process. The White House Office of Science and Technology Policy is considering a bill of rights with principles to guard against the dangers of AI, while globally, the United Nations Educational Organization , Science and Culture (UNESCO) has created recommendations on the ethics of AI. This is good news for the AI ​​hiring industry. Given the significant benefits that AI can bring to recruiting and hiring teams, it is useful to have legal requirements to ensure ethical procedures for AI development and regular testing and monitoring for bias. .

When done well, AI can lead to ethical recruitment and a more diverse workforce. It can promote fair selection, interviews and assessments, and can highlight the existence of unconscious human biases, helping employers to actively address them. It can also ensure that a company identifies the best-fit talent, which puts the right people in the right jobs. This increases job satisfaction and decreases churn. Machines can’t explain their decision-making – it’s the humans behind the technology who have to make sure the AI ​​in recruitment is trustworthy.

Eric Sydell is executive vice president of innovation at Modern Hire.

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