Artificial Intelligence (AI) is no longer just a theoretical concept. It has found its way into various industries, including Human Resources (HR). One of the significant benefits of AI in HR is its ability to streamline the recruitment process. However, there is concern that utilizing AI in recruitment may hinder efforts to achieve diversity in the workforce. In this blog post, we will compare AI in HR recruitment versus diversity and consider the impact of AI technology on each.
AI in HR Recruitment
AI in recruitment aims to identify the most qualified candidates from a large pool of applicants. AI-based recruitment technology can use resume screening and language analysis to determine if the candidate is suitable for a role. This technology can also save time by scheduling interviews and communication with candidates.
The use of AI in recruitment can also reduce the potential for bias by minimizing the impact of human judgment in the early stages of recruitment. According to a study by Korn Ferry, AI-assisted recruitment can reduce bias in hiring by up to 70%. Another survey by HBR stated that most companies using AI in recruitment reported a 15% increase in the diversity of job candidates.
The Impact on Diversity
AI in HR recruitment has its benefits, but it may also hinder diversity efforts. According to a 2018 study by Harvard Business Review, AI technology is heavily influenced by historical data, which can perpetuate systemic biases. The study found that systems trained on past hiring decisions will carry the same biases as the decisions themselves.
Therefore, an AI recruitment tool may reject candidates who do not closely match past hiring decisions, even if they possess relevant skills and qualifications. The use of AI in recruitment can potentially perpetuate the lack of diversity in the workplace.
Conclusion
The benefits of AI in HR recruitment are clear, but it's essential to be mindful of the potential negative impact on diversity. Properly built AI technology with policies that support diversity and inclusion can generate optimal outcomes for organizations by ensuring the recruitment of a diverse candidate pool.
It's essential to note that the use of AI in HR should not solely rely on machine learning models but be complemented by human intervention. AI technology cannot replace human intuition and judgment when it comes to determining the qualities that make a great employee.
As AI technology continues to develop, it's crucial to balance its advantages with the importance of diversity and inclusion. Companies must be vigilant in their use of the technology, taking note of its potential implications while also reaping its many benefits.