WHAT SAY YOU? More and More Companies Are Using AI for Hiring. Should My Company Do the Same?
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Dear E.A.S.I-Consult®:
I’m the HR Director for a national retail company. We experience high employee turnover and must process many candidates weekly. We’re looking for a more efficient way to do this while ensuring the hiring of higher-quality employees and reduced turnover. I’ve heard that AI systems are becoming increasingly popular and may be the answer to our problems. What’s your opinion?
Thank you,
Looking For Efficiency and Results – HR Director, Talent Acquisition
Dear Looking for Efficiency and Results,
First, while it seems that Artificial Intelligence (AI) or Machine Language (ML) are “all the craze” for HR practices, smart companies are being cautious and doing their due diligence before leaping forward into this almost “wild west fever.” You are correct, though. AI has caught the attention of many organizations looking for a more efficient and accurate way to screen candidates for hire. This is especially true when they have the luxury of a large pool of potential candidates. In 2021, the Brookings Institute reported that 55% of human resources departments use AI in hiring. AI and ML represent an important evolution in computer science and data processing that is quickly transforming many industries. Through AI, a computer system uses math and logic to simulate people’s reasoning to learn from new information and make decisions.
Various AI-assisted screening tools are available, from resume and application evaluations to social media analyses, AI interviews, and facial expression tools.
The efficacy of these tools is not equal. My advice is to avoid data programmers who work without the collaboration of an industrial-organizational psychologist. AI programs run on human and computer algorithms combined. The algorithms may be trained to predict outcomes which are themselves the result of previous discrimination. As a result, you may exacerbate your current demographics, thus compromising your DEI efforts. In addition, these systems must be proven and documented to be relevant to the job and are scientifically based.
The most important thing you can do before deciding to use a particular AI system is to investigate the tool itself. For example, does it genuinely predict better quality employees? And has it been proven not to include inadvertent bias? The technical term for this analysis is “test validation.” Not only is this prudent, but you may also be required by law to have this information in your company files.
Best of Luck,
E.A.S.I-Consult, LLC
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