The 49-page report sheds light on the ways AI can revolutionize recruitment and hiring processes while minimizing associated risks. Before organizations adopt an AI platform, they must consider several factors such as identifying problems to be addressed, communicating AI usage to applicants, evaluating system capabilities, and determining the need for employee training or resources.
The report provides a list of questions to ask when looking to responsibly procure and deploy AI technologies in recruitment processes. It also includes examples of how AI can be used in hiring and highlights potential risks starting from page 43. One example of AI use in recruiting is asynchronous video interview tools where applicants are required to submit video recordings of themselves responding to a set of predetermined questions. The answers are then analyzed using automated technology such as natural language processing (NLP), human oversight, or a combination of both. However, some AI systems may use eye detection as a measure of engagement, which could lead to discriminatory outcomes for applicants who are neurodivergent and find it challenging to maintain eye contact over a long period of time.
The report covers various other ideas and considerations for organizations looking to incorporate AI into their recruitment and hiring processes. Organizations are encouraged to weigh the benefits of AI technology against the potential risks and ensure that its implementation is done responsibly and ethically. By following the guidelines outlined in the report, organizations can harness the power of AI in recruitment while minimizing the chances of bias and discrimination in the hiring process.
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