Dive Brief:
- Seven in 10 hiring managers in the U.S. say AI helps them make faster and better hiring decisions with fewer recruiter resources, hiring platform Greenhouse noted in a media release announcing its Nov. 18 report on AI in hiring.
- But almost as many (68%) say they’re more involved with hiring than they were last year. One reason may be that to verify a candidate’s authenticity, 39% said they’re conducting more in-person interviews, suggesting they’re trying to separate real talent from the fakes — and spending more time doing so, Greenhouse found.
- Recruiters also have concerns, the survey of 665 recruiters and hiring managers across the U.S revealed. More than half have handed over most screening to AI or applicant tracking systems, and a similar amount say AI has improved hiring, mainly by saving time on screening and scheduling, Greenhouse reported. Yet only 21% said they’re very confident their systems are not rejecting qualified candidates.
Dive Insight:
For many of the key players in talent acquisition — recruiters, hiring managers and job seekers — the AI race has fostered mistrust and questions about authenticity, Greenhouse found.
For instance, nearly half (49%) of U.S. job seekers apply to more positions just to get past automated filters, and 55% said they suspect AI is being used to evaluate their job applications without being told, according to the report.
On the other hand, 91% of U.S. hiring managers have caught or suspected AI-driven candidate misrepresentation, such as fake voices/backgrounds (32%) or AI scripts during job interviews (32%), the report showed. Nearly one in 5 (18%) hiring managers reported having to deal with deep fakes.
“Candidates are doing whatever they can to break through the noise, while talent acquisition teams are drowning in so many applications, they’re looking for ways to sort through what’s real and what’s not,” Daniel Chait, Greenhouse CEO and co-founder, stated in the release.
To rebuild trust, the answer won’t come from better AI, the report said. Instead, it’s about reestablishing transparency, such as by “introducing good friction like identity verification and improving the quality of hiring signals,” according to the release.
An August report from Resume.org came to a similar conclusion. Companies should be open about AI’s role in hiring, including explaining how AI is used, its role in making recommendations and the level of human oversight, a Resume.org executive said.
Last month, a LinkedIn report identified another issue. Many talent acquisition teams may not be up to speed on getting the most out of AI, LinkedIn found. In particular, only a third of TA professionals say their teams can harness AI’s potential to meet strategic business goals.
