In some cases, the rise of AI has "forced a complete revamp of hiring strategy"
Search online for job hunting tips, and you’ll almost certainly come across advice on how to avoid being screened out by an algorithm. It’s true that AI is being increasingly used in the hiring process – but with its rapid evolution and the explosion of tools like ChatGTP, hiring managers increasingly have to think about how AI is used on both sides of the fence.
According to Dr Matthew Neale, VP of assessment products at Criteria Corp, HR leaders have become very focused on ensuring their use of AI makes their selection process more reliable, efficient, predictive and fair. This includes considering legal and moral obligations, as well as how they can best benefit from the available technology.
However, he says a “major concern” is also the potential misuse of AI by candidates.
“HR leaders are very worried about candidates attempting to circumvent or plagiarise their way through a selection process,” Dr Neale says.
“It’s forced a re-evaluation of current processes, and in some cases a complete revamp of hiring strategy. Another big challenge is actually overcoming the fear of technology, and embracing some of the changes that we’re already seeing.”
To meet these challenges, Dr Neale says the first step is simple – evaluate, evaluate, evaluate.
“Get deep into the data and understand, where possible, what the potential risks are with any AI product you may be using or considering,” he explains.
“Considering the potential impacts of using AI on your customers, colleagues and the general public is critical to ensuring that you’re not going to face scrutiny in the media or elsewhere.”
To the challenge of getting the most out of AI, Dr Neale says upskilling and keeping up to date using self-guided learning is vital – but also harnessing the knowledge and experience of tech experts. And when it comes to potential candidate misuse, he highlights that keeping a good level of human interaction throughout your process is a good way of ensuring that your hiring is solid.
“Video and face to face structured interviewing is not only highly predictive, but it also relies on the candidate showing their human attributes in an authentic way,” he comments.
Ultimately, there are still a lot of lessons to be learned in using AI – illustrated by some very notable ‘AI fails’ in 2023. From a lawyer citing fictional ChatGPT-generated cases in court to algorithms accidentally trained to be prejudiced and biased, we clearly need to be very careful about how we use AI.
Dr Neale notes that we’re still at the stage where humans need to audit all of the information that AI provides, as most tools are only as good as the information they’re fed. But despite this, there is still a huge demand for AI across many industries – including HR.
“With ChatGPT having the fastest uptake of any app ever, this is only the tip of the iceberg,” Dr Neale says.
“I don’t think AI is suddenly going to take everyone’s jobs, but it is more and more crucial that we craft our work into using those unique skills that humans do possess – critical thinking, effective communication with others and emotional intelligence.
“Finally, even though AI offers a wide array of opportunities, nothing is going to replace the human impact that effective teamwork, strong leadership, and an inclusive organisational culture have on our lives.”
In partnership with HRD, Criteria Corp will be hosting AI in Hiring: Balancing Innovation and Human Insights, where registered psychologists Dr Matthew Neale and Craig Gillies will discuss the potential of AI while also upholding the irreplaceable need for human insight.
To find out more and register for the webinar on 20 September, click here.
