Gilman Partners’ HR Practice Group recently hosted a roundtable discussion with senior-level human resources leaders from across the region to talk about artificial intelligence (AI) in recruiting. The group shared how our organizations are using AI technology, but also how we’ll need to adapt our hiring practices as more candidates use AI regularly as well. Here are some of the highlights from the discussion:
Efficiency and Candidate Quality
AI holds tremendous potential in improving efficiency and reducing the time it takes to fill positions. HR professionals can leverage AI to build strong candidate slates and incorporate AI-generated keywords to attract relevant applicants to a position. There was a discussion, however, about the quality of candidates assessed by AI, especially if candidates themselves are using the technology to craft resumes to fit specific job descriptions or to generate buzzwords that will get them noticed. Recruiters will need to work even harder to assess these candidates’ experiences, skills, and personality and may need to incorporate more in-person skill assessments and situational interview questions.
AI for Content Creation and Idea Generation
During the discussion, the HR leaders shared their experiences with ChatGPT, an AI tool that many have used to help generate, edit, or enhance content they’ve written. One leader shared that some of her team members used the tool to turn their company’s vision statement into a message they can share with employees. Another said she uses ChatGPT to enhance and edit announcements she writes for employee promotions, while others have used it to generate headlines and subject lines to grab the attention of job seekers. One HR leader even turned to ChatGPT for fresh ideas on how to thank her team for their hard work.
Bias and Privacy Considerations
The group raised concerns about potential biases embedded in AI algorithms due to human input. Several HR leaders stressed the importance of exercising caution when uploading data to avoid unintentionally revealing sensitive or personal information about candidates, employees, or organizations. For example, an organization may require employees to retract all names of candidates and companies when using tools like ChatGPT.
The Role of Human Assessment
While AI tools offer valuable assistance, the HR leaders emphasized that human judgment plays an irreplaceable role in assessing candidate experience and culture fit. The group agreed nothing can replace the significance of in-person meetings. While technology can play an important role in the initial stages of the hiring process, meeting candidates face-to-face allows for a much more comprehensive evaluation.
Current Status of AI Adoption
Interestingly, for most of the HR leaders who participated in the roundtable AI technology has yet to climb to the top of their priority lists. While some have dabbled with AI tools, none have established formal policies or guidelines on their usage within their organizations.
The roundtable discussion shed light on the impact of AI on recruiting and HR practices. While AI brings efficiency, the HR leaders emphasized the continuing need for human judgment, personal assessment, and the careful consideration of biases and privacy concerns. As AI evolves, HR leaders must remain informed, evaluate potential risks, and strike a balance between technology and human-centric practices to attract and select the best candidates.
