Just 12% of hiring professionals report using artificial intelligence in their recruiting or talent management processes, but several new uses of the technology are being adopted by HR.
Today, just 12% of hiring professionals report using artificial intelligence in their recruiting or talent management processes, according to thefrom software and talent success company Criteria. But AI solutions, for everything from streamlining sourcing to making informed selection decisions, are "very actively being marketed," Criteria founder and CEO Josh Millet said.
"When AI tools are well designed, deployed, and monitored properly, the technology has the potential to mitigate discrimination and bias on a broader scale," said Eric Reicin, president and CEO of BBB National Programs. However, Reicin notes that what is illegal without technology is also illegal with technology. "Employers are on the hook, whether they use a vendor or not, to ensure non-discrimination under relevant law," he said.decision, in which the California Supreme Court expanded the state's Fair Employment and Housing Act liability to certain vendors, not just employers.
But the promised outcomes of AI are not a given, Millet added. "In trying to remove bias, we actually sometimes can have the opposite impact and amplify it," he said. For the employer, knowing where there is the human oversight in the AI-enabled process is critical, Reicin said. "Do you have the right escape hatch for candidates because they may need, in combination with the Americans with Disabilities Act or for whatever other reason, some human engagement as part of this process?" he added.