AI has elbowed its way into recruiting, from scanning resumes to running video and telephone interviews, predicting who’s “the right fit.” According to a recent survey, 70% of companies will use AI for hiring this year, and 24% of them are already using these smart tools for the entire recruitment process.
But is AI better than humans at identifying the right candidates? It is efficient, that’s for sure, but should we be this trustworthy?
There are already accounts from job seekers who share unsettling experiences with a Siri-like voice that didn’t even let them finish their thoughts during the phone interview.
Things get even more dystopian in the so-called video interviews, where your facial expressions are analyzed by a faceless robot that doesn’t understand nervousness.
Then, there’s the security issue. AI collects an ungodly amount of data from these interactions. And this happens without the interviewee’s informed consent. Most of the time, you don’t know your interviewer is an AI until you’re talking to it.
So, how can companies make AI recruitment more secure and human-friendly? Let’s see a few tips from experts.
Security Risks in AI Recruitment
Yes, everyone knows that digital technology is transforming the world as we know it. But with AI turning corporate heads, these days, things are changing at lightning speed, which is not always the safest way to do things.
First of all, there is a lack of clarity toward job seekers. When you interview with a human representative, you can use their reactions to adjust your presentation, but AI doesn’t give you anything. Also, there’s no knowing how the tool evaluates you (e.g., facial recognition, tone of voice, keywords, and so on).
Then, there are growing concerns about data misuse.
Data breaches. Besides the data collected during the interview, the AI-powered system also has a candidate’s name, address, contact information, job history, educational background, and more. These are golden data for hackers, and AI is not the most reliable when it comes to security.
If you are a small or medium-sized company, a single leak can torch your reputation. If your security is strong enough to keep this threat at bay, you also have to worry about the algorithm willingly offering the information.
There have been many cases when a crafty user was able to trick the AI system into giving up information it was told not to reveal. In the case of recruitment, outside interference may nudge AI to play favorites, skewing hires in ways nobody notices until it’s a PR disaster.
And don’t sleep on compliance traps. Laws like GDPR or CCPA aren’t messing around – if your AI tool’s sloppy with data, you’re begging for fines.
Transparency in Action – Steps to Build Trust in AI Hiring
Right now, opinions are split. Some job seekers absolutely hate the idea of an AI interviewer. In contrast, others have embraced the technology and use it to play the system by using AI to boost their resume and appease their robotic interviewers.
If you don’t want to lose top talent, it’s best to be fully transparent with your interview practices (if there’s AI involvement and at which levels in the recruiting process). Offer human touchpoints, too. Give applicants the option to opt out of automated steps or connect with a real person if needed. AI should enhance the process, not replace basic humanity.
Also, be clear about the data you collect and how it will be protected. Candidates should know who sees their personal information and why.
Extra tip: The best security approach combines physical elements (e.g., locks, ID badges) with digital ones (end-to-end encryption, anonymized data processing, etc.). A reliable security equipment supplier helps you take care of local interference, while a digital security one keeps all the cyber threats under control.
Transparency is about creating an environment where people feel safe to engage. Otherwise, you may see a drop in the quality of candidates, and your hiring process may become more of a game of who can fool the algorithm.
Wrap Up
AI might streamline hiring, but trust still needs a human touch. By making your tools transparent, your data secure, and your process candidate-friendly, you turn skepticism into confidence.
Remember, great hires don’t just want a job – they want to believe in who they’re working for!
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