Artificial Intelligence (AI) has become useful in numerous industries over the past few years thanks to its widespread implementation and innovation. While there are multiple tasks that AI is not yet capable of completing, one of the things it is ideally suited for is the fast-paced consumption, analysis, and regurgitation of data. 

Based on historical data analysis, AI has become a go-to tool for businesses regarding their future moves. For example, numerous companies now use AI to better predict their sales for a given quarter. Similarly, AI has become an integral tool in hiring and talent acquisition.

AI’s ability to parse data and scan through pages of information far faster than humans has become a time- and labor-saving grace in many fields, including the hiring process. However, it is essential to balance the ruthless efficiency of AI’s application with pressing ethical concerns about the technology behind it.

How AI Is Enhancing the Recruitment Process

AI-driven screening tools have been shown to increase hiring efficiency. Even before AI became widespread, many companies already used keyword analysis tools to optimize their hiring processes. Websites like Indeed or LinkedIn direct potential applicants to a central hub, where technological tools assess their language to identify the best-fit candidates.

To this end, AI is far more comprehensive than its precursors. It can consume a resume’s information rather than simply scanning for relevant terms or keywords. This AI-driven automation has resulted in many initial candidate interactions through chatbots, SMS, and voice agents.

These processes reduce recruiter workload while maintaining engagement with potential hires.

Addressing Bias and Ethical Concerns in AI Hiring

However, the over-reliance on AI raises inevitable concerns. Automated hiring tools carry an inherent risk of bias, which many are working to overcome. Efforts have been made to audit AI models to ensure their compliance with hiring laws. This has proven difficult, though, as the regulations and legislation surrounding AI’s implementation are still relatively ill-defined. This makes it all the more critical that businesses be transparent about their AI usage and how it interacts with job seekers.

Real-World Application: AI in High-Volume Hiring

A case study of a company integrating AI to handle large applicant pools better is that of Humanly.io, which uses AI to engage 100% of candidates across multiple channels (chat, SMS, voice). This allows the company to screen and schedule qualified candidates within 24 hours of their initial application. Not only do these AI interactions benefit them by organizing and optimizing the hiring process, but they also benefit the applicants by enabling a more immediate response.

As Prem, the CEO of Humanly.io, says, “If you’re trying to find a good match, it’s not just about screening the candidate but also screening the company. Providing value back to them is key.”

The Future of AI in Hiring

The technology surrounding AI tools has continued to evolve at an unprecedented rate. Because of this, the shift toward AI-driven career pathing and job matching will only grow stronger.

While companies that use AI in their hiring processes must remain transparent about their use of the technology and vigilant about the biases and pitfalls an overreliance on the tools can cause, the widespread integration of AI in hiring communication channels can benefit all parties involved.

Not only will AI become more skilled at carefully curating the list of qualified applicants for businesses seeking new workers to fill positions, but it will also become more adept at catering to the needs of a given applicant. Job sites like Indeed and LinkedIn have long since implemented algorithmic tools to better tailor the job market’s options to each user’s preferences; AI seems like a logical next step.

Final Thoughts

AI as a tool for improving—not replacing—human decision-making in hiring. The goal is not for AI to eliminate human hiring representatives from the process but rather to free them up to handle more critical aspects of hiring more timely and efficiently.