You may have seen the statistic which cited ChatGPT as the fastest growing consumer app ever – and by some distance. Comparing it to other popular apps, it took Instagram two and a half years to reach 100 million users, TikTok nine months, but ChatGPT just two months. Now we are more than two years on and there is a plethora of other popular AIs on the scene.
Since ChatGPT first took the world by storm in 2023, everything has changed, and the recruitment process is no different. In fact, it could just be the most prominent way in which AI affects HR right now.
Unchecked, it is a Wild West – where the employer, just as much as the candidate, can run amok. In this blog we will look at some of the main usages on either side, as well as pitfalls to avoid and good practices to follow.
Are your candidates using AI when they apply?
Most people will know by now that, superficially at least, AI can produce compelling written communications. Candidates have latched on to this, realising that it can make their CVs and covering letters sound better than they can themselves.
There may be some tells, which give the game away – like an overly clichéd opening or random Americanisation, but there may not. There may be inadvertent hallucinations where mistruths slip through, or more cynical lying (a risk as with any non-AI application).
The direct risk of this is that you are wooed by a candidate who proves to be not the person you thought they were, not up to the job. You should, though, have some opportunity to weed this out during an interview – especially if it is face to face. And reference checks too!
As an aside, it is noteworthy that some large firms, including accountants BDO and Deloitte, are going back to face-to-face-only interviews because candidates can too easily use AI to embellish themselves in video interviews too!
By the interview stage AI may have skewed your shortlist. And if they get the job based on false promises, it will be an even more expensive waste of time and money.
Benefiting from AI safely yourself in your recruiting process
Flip to the other side of the coin, and AI is very much here already for you as an employer too. But it comes with a series of health warnings which we will explore.
Current applications of AI for hiring include:
- AI tools to check for AI use in CVs, covering letters and assessments
- AI CV sorting tools
- AI-driven video assessments
At best, these may save you time, hassle and money – not to be sniffed at – but what about the downside?
Legally speaking, there are two types of risk: Data protection and equality law. There is also a technology risk, where AIs can sometimes simply be wrong – 20% is the suggested false-positive rate on screening applications for AI, for example.
On data protection, AI tools have a reputation for excessive data collection and if you are using them without considering this, you’ll almost certainly be breaching your own privacy policy. This is on the Information Commissioner’s Office’s (ICO) radar.
Good practice would be to perform a data protection impact statement, and ensure your use of AI is both compliant and reflected in your privacy policy.
Be open with candidates about your approach to AI – what you expect from them and how you use it yourself.
On equality law, there are several risks. The first is AI bias, which has been proven exists in some algorithms and could expose you to a discrimination claim. The second is relying on AI to arbitrarily dismiss a candidate where a protected characteristic is in play. For instance, where neurodivergence or non-native writing skills is the motivation behind a candidate relying on AI to help produce their CV.
To counter these risks, a risk assessment and human oversight will help you understand the weaknesses of AI and work to complement them. Where AI is suspected, give candidates a right of appeal, and a human review as standard rather than just telling them they have failed AI screening.
The genie is out of the bottle
Ignore AI at your peril, but equally, embrace it with caution. For all the opportunity it presents, risks abound. As with most things, a considered approach will serve you well. AI should be seen as a tool to help you – not a complete solution in itself. For bespoke advice on how to build AI into your recruitment process without falling foul of employment law, please ask us.
