Using AI in Job Recruitment: Help or Hindrance?

By Justin Black, Business Director at Hays Scotland specialising in Technology

The adoption of AI tools in the workplace is only set to continue, which is why it’s important to better understand how this technology can impact the hiring process.

The thought of AI use across the recruitment landscape can spark concerns for a number of reasons: will it mean that CVs become redundant? Will too much emphasis be put on the technology, leading to false presentations of skills? Will a reliance on AI mean that good quality candidates are missed?

The truth is that using AI tools during the job recruitment process should be all about balance.

Apart from a standard CV, there are many other issues that can affect an application process including bias, assessment of soft skills and cultural fit. According to Hays’ recent What Workers Want Report, 41% of employers throughout the UK still believe that a CV is the most effective assessment when screening applicants, with only 4% currently using AI tools in this process.

For roles where there’s a large volume of applications, undoubtably, AI can be a huge time-saver for employers in filtering the best perceived candidates. However, this isn’t foolproof as the process may still omit high-quality candidates, while many good candidates may be put off applying if they know that an employer is using AI to short-list.

For job seekers, using an AI app allows them to apply for multiple jobs easily by simply setting up their CV and clicking a button. Our research reveals that nearly a quarter (22%) of professionals in Scotland have used AI tools during a job application. But this blanket approach to finding the right job isn’t usually an effective way of going about it.

Most employers are familiar with the expression that “people are your most important resource”. This is still true, despite how many financial assets or how much technology an organisation has. It’s the people in a workplace that actually manage these resources and for that reason alone, the human touch is vital. This includes assessing cultural fit, evaluating soft skills, the ability to build productive relationships, to respond to nuanced questions, to handle complex situations or unique circumstances and, overall, to provide context to the role and organisation.

Our research also shows that, despite an uplift in the way AI is used in the recruitment process, 70% of UK organisations are still unsure if they will use AI to evaluate job applications in the future. It also shows that over half (52%) of employers say they’ve seen an improvement in the quality of candidates progressing to first stage interviews, with 17% reporting poorer quality.

So, as AI adoption increases, it’s important to understand how it can be used as a helpful tool, rather than a hindrance to the hiring process.

As an employer, if you do decide to introduce AI, use the tools carefully and keep testing and quality-checking that the outcomes are actually improving current processes.

For job seekers, AI can help with creating a good CV, however, it’s important to be authentic and not to over-embellish skills and qualifications. It’s also likely that your CV will be sent to many jobs that are simply not relevant. Remember, a CV is only one part of the process and there’s no substitute for an effective interview with competency-based questions to truly assess someone’s potential.

AI tools and technologies can certainly be valuable for both employers and jobseekers, but they will arguably never replace a professional recruiter who can bring your skills and career ambitions to life which, ultimately, is what both an employer and employee are seeking in the long run.