In recent years, artificial intelligence (AI) has been rapidly advancing and finding its way into various industries and sectors. One area where its impact is increasingly felt is in the hiring process, specifically in screening resumes. A recent ResumeBuilder survey of HR managers showed that about half of the companies surveyed plan to use AI to run interviews by 2024. While there are potential benefits to using AI in this context, such as increased efficiency and streamlined operations, there are also concerns about the elimination of worthy candidates and the loss of important human factors.
One of the expected benefits of using AI run job interviews is the potential for increased hiring efficiency. With the help of AI-powered algorithms, large companies can automate and standardize their interview processes, saving significant time and resources. AI systems can analyze resumes, conduct preliminary screenings, and even simulate real-time interviews, allowing recruiters to focus on more strategic tasks. This increased efficiency can be particularly valuable for organizations handling a large volume of applicants or seeking to quickly fill positions in highly competitive industries.
Moreover, AI can bring objectivity and fairness to the hiring process by minimizing human biases. Traditional interviews are susceptible to unconscious biases, which can lead to unfair treatment of certain candidates based on their gender, race, or other personal characteristics. AI, on the other hand, can evaluate candidates solely based on their qualifications, skills, and experiences, leveling the playing field and reducing potential discrimination. This holds the promise of a more diverse and inclusive workforce, benefiting both employees and employers.
However, it is crucial to consider the potential downsides of relying solely on AI in job interviews. One significant concern is the possibility of eliminating worthy candidates who do not fit the predetermined patterns or criteria set by the AI algorithms. These algorithms, although sophisticated, are still limited by the data they are trained on and may not always capture the full range of human potential. Exceptional candidates who possess unique qualities, unconventional backgrounds, or hidden talents may be overlooked or unfairly dismissed due to the rigid nature of AI assessments.
Furthermore, AI-driven job interviews would remove the human touch and the important factors that come with it. Human interaction during interviews provides an opportunity for candidates to demonstrate soft skills such as communication, interpersonal abilities, and emotional intelligence. These qualities, often difficult to quantify or assess through algorithms, are crucial in determining a candidate’s cultural fit within an organization. Intuition and gut feelings, which can play a vital role in decision-making, are also absent from AI-driven interviews, potentially leading to suboptimal hiring choices.
Another consideration is the longevity of using AI for job interviews. While AI technology continues to evolve and improve, it is important to question its long-term viability. The job market is dynamic, and the skills and qualities sought by employers are constantly changing. AI algorithms may struggle to keep up with these shifts and accurately evaluate candidates in a rapidly evolving landscape. Human adaptability, judgment, and critical thinking remain invaluable assets in navigating complex situations and assessing candidates’ potential beyond mere qualifications.
While AI can increase hiring efficiency, promote fairness, and minimize biases, there is a real risk of overlooking worthy candidates and disregarding essential human factors in the selection process. The long-term sustainability of relying on AI in job interviews also raises concerns. Striking a balance between efficiency and humanity is crucial, as organizations should consider leveraging AI as a tool to augment and support human decision-making.
