Implications of using AI in Employee Recruitment
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Implications of using AI in Employee Recruitment
Discussion
Organizations are increasingly using artificial intelligence-based algorithms in the process of recruiting employees (Jognson et al., 2020). This is the hiring tool of the future. The AI systems are aiding the access to the workforce in the market, but they are also leading to the introduction of biases and perpetuation of disparities in hiring workers. Many major employers apply AI and automation in assessing and recruiting employees (Jognson et al., 2020). AI can measure personality, but it lacks reliability as it can integrate or prevent the hiring of certain workers without full knowledge of the applicants' capabilities. There has been substantial evidence that AI leads to discrimination which results in inequalities in employment opportunities. Discrimination is generally based on aspects such as gender, race and ethnicity. There is an urgent need for organizations to figure out how to prevent discrimination when using AI in hiring, as the more entities rely on the algorithms, the more potential employees will get discriminated against.
Köchling & Wehner (2020) provided recommended that an improved algorithmic decision-making tool be used for the recruitment and hiring process. This tool should be combined with human resource skills for good governance to ensure the computer-generated decision have some human touch. The recommendation by Javed & Brishti (2020) was that more research is necessary to improve the functioning of AI in recruiting workers, as the downsides of the tool are significant. They, however, also recommended that hiring managers can benefit from using this technology. Van den Broek et al. (2019) and Wright & Atkinson (2019) stated that entities should not place substantial confidence in using AI to accomplish their recruitment objectives.
From the review of the articles, there is more progress and developments required before AI-based algorithms are fully implemented in recruiting workers. According to all articles involved, from Javed & Brishti (2020 to Köchling & Wehner (2020), more research should help ensure that biases and discrimination in hiring are eliminated. This will mean that minority populations such as women and African Americans are not disadvantaged when applying for jobs that they are qualified for. The second recommendation is that AI can be applied, as despite its disadvantages, its application has immense benefits. AI should help hiring managers improve the quality of their hires, help in the automation of tedious manual tasks and improve the candidate experience. AI should also help minimize the hiring time and make the process more cost-effective (Jognson et al., 2020). The application should come with cautiousness in order to avoid any drawbacks.
References
Brishti, J. K., & Javed, A. (2020). The viability of ai-based recruitment process: A systematic literature review. https://www.diva-portal.org/smash/get/diva2:1442986/FULLTEXT01.pdf
Elmira van den Broek, E., Sergeeva, A., & Huysman, M. (2019). Hiring algorithms: An ethnography of fairness in practice. https://core.ac.uk/download/pdf/301385085.pdf
Jognson, R. D., Stone, D. L., & Lukaszewski, K. M. (2020). The benefits of eHRM and AI for talent acquisition.
Journal of Tourism Futures, 7(1), 40-52. https://doi.org/10.1108/JTF-02-2020-0013
Köchling, A Wehner, M. C. (2020). Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR
recruitment and HR development.
Business Research, 13(3), 795-848.
https://doi.org/10.1007/s40685-020-00134-w
Wright, J., & Atkinson, D. (2019). The impact of artificial intelligence within the recruitment industry: Defining a new way of recruiting.
Carmichael Fisher, 1-39. https://www.cfsearch.com/wp-content/uploads/2019/10/James-Wright-The-impact-of-artificial-intelligence-within-the-recruitment-industry-Defining-a-new-way-of-recruiting.pdf