Artificial Intelligence (AI) has made its mark in recruitment, bringing promises of efficiency, objectivity, and a curb on unconscious bias. With businesses looking to streamline their hiring, AI interviews are being used more and more. Let's dive into the upsides.
Reducing unconscious bias
One standout advantage of AI in interviews is its potential to curb unconscious bias. This is because the AI algorithms assess candidates based on predefined criteria, sidestepping factors like gender or ethnicity. A Harvard Business Review study even notes a 25% boost in diversity among new hires with AI in the mix.
"AI-driven interviews promote diversity and inclusion by focusing solely on skills and qualifications."Â - Dr. Sarah Johnson, HR Tech Analyst
Time efficiency
Time is a treasure, and AI interviews are the treasure map! They help businesses fast-track the screening process, letting hiring managers focus on strategic aspects. Deloitte's survey reveals a whopping 50% reduction in time-to-hire for organisations implementing AI.
Now, let's explore the flip side.
Depersonalisation of the process
Efficiency aside, AI brings the risk of depersonalising the hiring experience. Candidates might feel like they're talking to a machine, not a human, potentially denting your company's likability. Maintaining that human touch is vital for a positive employer brand, warns Prof. Emily Anderson in Organisational Psychology.
"AI, if not implemented thoughtfully, can make candidates feel like just another number in the system."
Potential for dismissing quality candidates
AI, for all its smarts, might miss the mark that human recruiters hit. Exceptional candidates with a unique edge could slip through the net. According to the World Economic Forum, 80% of hiring managers worry that AI might unintentionally exclude top-notch candidates.
To sum up, using AI in hiring needs to be considered carefully. While it ticks boxes for bias and time, it's crucial to find the sweet spot. Striking the right balance ensures a positive employer brand and a better overall employee experience.
So, what's your take on the whole 'Bot-tom line' thing with AI interviews? Are we finding the right balance between tech efficiency and human touch?Â