4 TOPICS MARCH 27

Implications of Utilizing Artificial Intelligence in Assessing and Hiring Employees

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Implications of Utilizing Artificial Intelligence in Assessing and Hiring Employees

Introduction

In a highly competitive market, getting and retaining the best employees require additional analytical tools such as artificial intelligence. Artificial intelligence has often been used to help assess and hire staff without bias or discrimination (Van den Broek et al., 2019). The algorithmic decision-making process, as done by artificial intelligence, helps a company's management to hire the most qualified staff based on their skills. Unlike the previous recruitment processes where a panel of human resources personnel cross-checked the applicant's knowledge, an algorithm is used to ascertain the candidate's knowledge, personality, and required knowledge (Köchling & Wehner, 2020). Therefore, companies that need to recruit the best talents without bias must use artificial intelligence because of its highest rate of impartiality and discrimination. The critical implication of utilizing artificial intelligence in hiring includes efficiency and overcoming bias, which consequently leads to hiring the most qualified.

Literature Review

Van den Broek et al. (2019) argues that the contemporary corporate domain is changing, with numerous applications received for every job opportunity advertised. The process of analyzing the applicant’s data manually may take longer. As the personnel categorizes data while tired, they will likely make mistakes and choose the least qualified. Research by Köchling & Wehner (2020) inferred that the application of artificial intelligence helps in sorting the extensive data on time and helps them get the most qualified candidate. As technology advances, it becomes impossible for manual applications to be accurately analyzed. Instead, the online application requires artificial intelligence to seek out the candidates and shortlist the ones who are qualified for the job and have the necessary qualifications. Further research inferred that the artificial intelligence and application of algorithms in the hiring process not only speeded up the process but also enhanced quality in the capability.

Getting rid of irrelevant Applications.

Different research have been conducted to determine the benefits of AI in the recruitment process. According to research by Köchling & Wehner (2020), the hiring process has improved accuracy as the algorithms eliminate all irrelevant applications, increasing the process's efficiency. On the contrary, Broek et al., (2019) insinuated that the bulk applications in the contemporary domain encourage companies to have a pool to choose from the best clients. The manual application typically allows people who need the qualification to submit their papers. Consequently, the process becomes cumbersome, jeopardizing quality (Brishti & Javed, 2020). The introduction of artificial intelligence introduces algorithms that filter the applications based on relevance and qualifications.

The filtering process helps to ensure that only the relevant applicants pass the final stage of the selection process from the pool of applicants who are interested in the position. Brishti & Javed’s research in 2020 shared similar sentiments with Köchling & Wehner (2020) that the new technology helps in sampling the applications, and only qualified candidates make it to the shortlisting. Therefore, the application of the technology has led to a better recruitment process in due course.

Improving the Objectivity of the Recruitment

The recruitment process becomes objectives when the required aspects are all fulfilled. In some positions, numerous requirements are needed to ensure a candidate has the right hard and soft skills. Artificial intelligence and related algorithms help to determine whether a candidate has the correct variety of the required soft and hard skills (Köchling & Wehner, 2020). As people show the right combination of the necessary hard and soft skills, it becomes possible to meet employment standards. Similarly, Brishti & Javed (2020) inferred that objectivity could only be achieved when a relevant algorithm is used.

In the contemporary domain, it is common for some candidates to be met with discrimination because of race, culture, or religion, as artificial intelligence uses an embedded system to filter the candidates and looks for qualifications in every candidate without considering the other factors that may result in discrimination (Broek et al., 2019). Since discrimination deprives companies of good employees, artificial intelligence enables companies to perform better and have applicants selected based on their knowledge and experience, not on social factors that may disadvantage some candidates. However, it is imperative to note that research by Brishti & Javed (2020) proved that some pre-programmed algorithms might lead to selected discriminations in the long run. It is, therefore, the role of human resource management to use the algorithm to ensure that it does not have any inbuilt bias.

Artificial Intelligence Lacks Human Touch and May Select A Person without Humanity

Some aspects of the hiring process require a person's humanity to be involved in making the decisions, such as rational thinking and making informed decisions. For example, artificial intelligence does not understand the candidate’s moral values, beliefs in the family systems, and moral values (Broek et al., 2019). Consequently, it implies that organizations can be used to achieve family values. Therefore, it is not entirely reliable in the hiring process to ensure that the people may not get the required company values. Some organizations deeply believe in family values because AI cannot offer family values as necessary for a better outcome.

Analysis of literature

In the contemporary corporate domain, a holistic hiring process is required to obtain all-rounded candidates equipped with soft and hard skills. Although AI is essential in introducing amplitude tests that help determine the personality of candidates, the most profound moral values and beliefs may still need to be achieved or overcome in the discourse (Brishti & Javed, 2020). It is imperative to note that even though artificial intelligence increases speed and offers subjectivity to the process, it lacks the human touch and therefore makes the entire process prone to errors and implied biases as the people who program the algorithms may complete it to favor a particular set of values.

Human resource departments intending to have a holistic and speedy recruitment process must consider using AI. The technology used in the hiring process makes it fast, eliminates all forms of bias, and instils objectivity. However, negative implications come from usage, such as lacking a human touch in the design van den (Broek et al., 2019). It is, therefore, the role of human resource management to ensure that the algorithm it uses is customized to meet the organization's unique needs and eliminate the bias and negative implications of the algorithms in the hiring process.

References

Brishti, J. K., & Javed, A. (2020). The viability of AI-based recruitment process: A systematic literature review, (dissertation). https://www.diva-portal.org/smash/get/diva2:1442986/FULLTEXT01.pdf

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://link.springer.com/article/10.1007/s40685-020-00134-w

van den Broek, E., Sergeeva, A., & Huysman, M. (2019). Hiring algorithms: An ethnography of fairness in practice. Association for Information Systems https://core.ac.uk/download/pdf/301385085.pdf