As discussions around the wonders of AI adoption increasingly gain prominence, it\u2019s easy to understand the temptation for companies to use artificial intelligence for a data-heavy, time-consuming process such as hiring.<\/p>\n
But initial research has shown the pitfalls of placing too much faith in AI, particularly for certain elements of the recruitment process. It would seem that reliance on AI to manage large volumes of job applications is backfiring, with research revealing that businesses are inadvertently screening out the very talent they would like to secure.<\/p>\n
A survey of nearly 500 recruiters and 1,100 candidates from UK job site CV-Library confirmed jobseekers\u2019 scepticism towards the technology. The results showed that with the use of AI, quality candidates are being overlooked due to a lack of human intuition in the hiring process.<\/p>\n
The findings highlight a critical tension in current hiring trends: with skills shortages in some sectors already making it difficult for employers to secure talent, current applications of AI might hinder recruitment more than they help. Both jobseekers and employers could be missing out if the latter\u2019s AI-enabled hiring processes are filtering out strong candidates.<\/p>\n
The CV-Library data shows that 1 in 3 (35%) of recruiters admit they are missing out on top talent, while more than a quarter (27%) say strong applications are being filtered out before even reaching a human interviewer. Additionally, 1 in 5 recruiters reported an overall decline in candidate quality where AI is used.<\/p>\n
While more effective use of AI might be an ongoing consideration for many companies, separate research revealed a gap between ambition and execution when it comes to AI strategy, particularly across the private sector.<\/p>\n
A survey of more than 200 C-suite executives in Scotland by recruitment firm Livingston James and EY, published earlier this year, found that while 71% of organisations are regularly discussing AI at board level, only 36% have a formal strategy in place. Public sector organisations were more likely to have an AI strategy (44%) than private sector firms (38%).<\/p>\n
A key finding underpinning the results was that because of a lack of clarity over who should take the lead on adoption, organisations were left without an AI strategy altogether, let alone one that is coherent or effective.<\/p>\n
Ali Shaw, director at Livingston James, said: \u201cLots of people are talking about AI, but fewer are certain about how they should actually use it in the right way. For CEOs and other senior executives it could be the defining technology of the years ahead, and it\u2019s imperative that they embrace that opportunity by implementing it in the best way possible within their organisations.<\/p>\n
\u201cGiven that responsibility lies predominantly with other functions \u2013 and, worryingly, in some cases with no one \u2013 CEOs will need to ensure that they have the right people around them to make the most of the opportunities AI presents.\u201d<\/p>\n
On the other side of the process, the frustration over AI creating barriers to hiring is even more acute, and understandably so. More than half of the jobseekers surveyed (53%) believe their application has been rejected by AI without a human ever reviewing it.<\/p>\n
Importantly, this perception of unfairness is driving a backlash to the extent that a significant chunk of applicants could be deterred from even applying to jobs where they will be screened by AI. 40% of candidates reported abandoning or considering abandoning job applications where AI is used for screening.<\/p>\n
\u201cBeing interviewed by an AI bot felt incredibly alienating \u2013 there\u2019s no feedback or human interaction, so you have no idea how you\u2019re coming across,\u201d said David, a 37-year-old part-time bartender. \u201cIt feels like you\u2019re being filtered out, and with so little real communication, it\u2019s easy for the effort you put in to be completely overlooked.\u201d<\/p>\n
The scepticism is particularly pronounced among younger generations entering the workforce. Nearly two-thirds (64%) of Gen Z candidates suspect AI is responsible for rejecting them, making them the group most likely to question automated hiring decisions. Meanwhile some jobseekers may also choose to take a more pragmatic approach.<\/p>\n
\u201cI stayed away from initial interviews with AI platforms \u2013 there\u2019s no human interaction and just entirely impersonal,\u201d said Simon, a jobseeker from Birmingham. \u201cBut now AI is in human calls too, taking notes during interviews. After three months without a job, what am I supposed to do? If AI is going to be a gatekeeper, I may as well use it to help me get through those gates.\u201d<\/p>\n
The research from CV-Library indicates that recruiter confidence in AI is highly task-specific. It performs best when writing job descriptions (63%) and handling administrative duties like interview scheduling (38%). However, confidence drops sharply when assessing more nuanced human qualities: 72% of recruiters say AI struggles to identify cultural fit, and 55% say it performs poorly at assessing soft skills.<\/p>\n
This supports the view that AI can be used effectively as a tool to facilitate the less subjective parts of the hiring process and ease the human labour involved, but not to replace it entirely. So while some tasks can be delegated to AI, a human-led process for shortlisting in particular \u2013 which may be the most important and also most labour-intensive element of recruitment \u2013 still remains the most reliable.<\/p>\n
Graham Roadnight, CEO of The LCap Group which has a strong presence in the North West as well as Edinburgh, argued that while AI can help reduce unconscious bias and build diverse teams, the human element remains paramount.<\/p>\n
\u201cThe best approach is to use AI to augment human capabilities, rather than replace them entirely,\u201d said Roadnight. \u201cWe are seeing an increase in the use of data and analytics in the private equity landscape as well as the rise of AI, but these powerful insights and tools need to be combined with the personal experience and insights of those within the industry to be of real benefit.\u201d<\/p>\n
With AI adoption in hiring having surged, as 83% of recruiters report using it to speed up the process, it\u2019s clear that use of the tech requires careful consideration.<\/p>\n
According to Jonathan Evans, CEO and founder of Redditch-based recruitment firm Discovery ADR Group, recruitment has never been solely about efficiency.<\/p>\n
\u201cIt has always been about recognising human potential and demonstrating, through evidence, the capability required to deliver organisational success,\u201d said Evans. \u201cArtificial intelligence can support that process. It can enhance it. It can accelerate it. But it cannot replace the uniquely human responsibility to judge wisely.\u201d<\/p>\n
Evans added: \u201cThe future of recruitment will not be defined by artificial intelligence alone. It will be defined by the quality of the judgement that surrounds it.\u201d<\/p>\n
And maybe herein lies a lesson for AI adoption at large. As companies rush to deploy AI for the sake of efficiency in processes, the value of human oversight cannot be overstated. This is especially true when companies securing the right talent for their future success, as well as the livelihoods of people looking for work, are at stake.<\/p>\n","protected":false},"excerpt":{"rendered":"
1 in 3 recruiters admit that using AI may have caused them to miss out on top talent<\/p>\n","protected":false},"author":273032,"featured_media":2056794,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[53262,8,127684],"coauthors":[137112],"class_list":["post-2111352","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-news","category-people","category-recruitment","tag-east-midlands","tag-featured-story","tag-national","tag-northwest","tag-scotland","tag-south-west","tag-west-midlands","tag-yorkshire"],"yoast_head":"\n