AI Enabled Hiring Policy

• Chris The Grad
• 0 Comments
• December 9, 2023

By: Chris The Graduate 

In a past blog, The Future of AI and Careers, I talked about how AI has helped companies get rid of repetitive tasks in the hiring process. Then, I only focused on how AI aided HR in finding the right candidates for the job. But now, AI takes on most of the work of hiring. With AI streamlining the hiring process, HR professionals are able to focus more on the essential aspects of the job, such as interviewing and determining the candidate’s fit. But is this a good thing? How would this ultimately affect potential employees? How could this cause problems for employers in the future?

Now as most know, we the people thrive on the source of AI and technology. So it would make sense that they use AI to aid and lessen their workload. This in turn will free up HR personnel to focus on employee development, training, and providing better support to current employees. AI can also be used to identify potential employees more accurately and provide them with more personalized advice. This could lead to better hiring decisions and fewer mistakes. In some instances, helping future employees with chatbots and helpdesk to receive great advice in ways that a normal HR could not do. For example, chatbots can provide personalized advice to potential employees based on their skills and experience, as well as provide tailored information based on the company’s culture, values, and goals. But seemingly can you trust all of what AI has to offer when looking for jobs?

When we look to AI to be correct 100% of the time, we leave the process alone and let it do its work. But in reality, when it comes to hiring, how do we know if the AI hiring process is actually working? It’s important to have a way to measure the accuracy of AI hiring. This can be done by tracking the success rate of new hires, the retention rate of new hires, and the performance of new hires. Additionally, it’s important to have a way to monitor the AI hiring process to ensure that the AI is making decisions that are in line with company goals and objectives. For example, companies can track the AI’s ability to identify and hire a qualified candidate within a certain timeframe, or the AI’s ability to accurately measure a candidate’s skills. However, there are also some potential risks associated with AI hiring processes. For example, there is always the potential for bias in the AI’s decision-making, which could lead to the AI hiring candidates who are not the best qualified for the job. Additionally, there is always the potential for AI algorithms to be hacked, which could expose the confidential information of candidates. 

As a whole, I think AI should be allowed to interfere with the hiring process in order to make it easier. The HR department should still have some control over what happens. AI should be used to narrow down the list of candidates, allowing the HR department to focus on interviewing the best ones. AI should also be used to help assess candidates’ suitability for the role. Finally, AI should be used to provide feedback on the hiring process as a whole. These measures should ensure that the hiring process is more efficient and successful.