A new 49-page report has been released, providing valuable insights on how organizations can use AI in their recruitment and hiring processes while mitigating potential risks associated with it. The report outlines considerations for companies looking to adopt AI technology, such as identifying specific challenges that AI can help solve, communicating the use of AI to job applicants, evaluating the capabilities of different AI platforms, and determining the need for employee training and resources.
Moreover, the report includes a list of essential questions that organizations should ask when considering the procurement and deployment of AI technologies in their recruitment procedures. It highlights various use cases of AI in hiring and also outlines the risks involved, which are discussed in detail starting on page 43. For instance, one application of AI in recruitment is the use of asynchronous video interview tools where candidates are required to record themselves answering a set of predetermined questions. The responses are then analyzed using automated technology like natural language processing (NLP), human oversight or a combination of both.
However, there are potential pitfalls to be aware of when using AI in recruitment. One such pitfall is relying too heavily on eye detection as a measure of engagement. This could lead to discriminatory outcomes if an applicant is neurodivergent and struggles to maintain eye contact for extended periods. The report covers other similar considerations and offers guidance on navigating these challenges effectively.
Overall, this report provides valuable information for organizations looking to incorporate AI into their recruitment processes while mitigating potential risks associated with it.
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