Why HR professionals are embracing AI recommendations
According to a recent HireVue survey, 73% of HR professionals trust AI to recommend candidates for hiring—stemming from the perceived efficiency and objectivity that AI brings to the hiring process.
AI systems can analyze huge amounts of data quickly, identifying patterns and insights that may be overlooked by human recruiters, which is particularly valuable in today’s competitive job market, where finding the right talent swiftly is key.
HR professionals believe AI can streamline the initial stages of candidate evaluation, letting them focus on the more strategic aspects of recruitment.
According to the same study, 75% of workers are opposed to AI making final hiring decisions. Workers’ skepticism often arises from concerns about fairness, transparency, and the potential for bias in AI algorithms. Many employees fear that AI might overlook qualitative aspects of their applications, such as cultural fit or unique experiences that don’t fit standard criteria.
HR teams must also understand and consider the growing anxiety about the lack of human judgment in final decisions, which workers feel is necessary to understand the nuances of individual applications.
Insights and data from the HireVue survey
The insights into AI’s role in hiring come from a comprehensive survey conducted by HireVue—which included responses from 3,100 workers and 1,000 HR professionals, providing a broad perspective on attitudes towards AI in hiring. The survey covered three major regions: the USA, UK, and Australia, offering a diverse and representative sample of opinions.
HireVue’s 2024 Global Guide to AI in Hiring, released on July 11, offers a detailed analysis of these findings—highlighting that while HR professionals are generally optimistic about AI’s potential, workers remain cautious. The geographical spread of the survey adds depth to the data, pointing out how cultural and regional differences influence attitudes toward AI in hiring practices.
How HR pros are integrating AI into their workflows
70% of HR professionals currently use or plan to use AI in some capacity in the next year—pointing to the growing trend of integrating AI tools to boost recruitment efficiency and accuracy.
AI is being used for many different functions, from screening résumés to scheduling interviews. HR teams are leveraging AI to handle repetitive tasks, letting human recruiters concentrate on more complex aspects of candidate selection and engagement.
66% of HR professionals have a more positive attitude toward AI in the workplace compared to the previous year. This shift in attitude can be attributed to the increasing sophistication of AI technologies and their proven benefits in real-world applications. HR professionals are recognizing the value AI brings in terms of speed, consistency, and data-driven decision-making.
As AI tools become more user-friendly and customizable, HR teams are finding them indispensable in managing large volumes of applications and improving the overall hiring process.
Workers’ worries and concerns about AI in hiring
75% of workers are against AI making final hiring decisions, indicating fundamental mistrust in AI’s ability to handle the complexities of final hiring choices. Workers worry that AI might not adequately consider the human elements that are important in making such decisions—fearing that reliance on algorithms could lead to impersonal and potentially unfair outcomes.
79% of workers want to know if an employer uses AI in the hiring process when they apply. Transparency is a major concern for workers, who want to understand how their applications are being processed and evaluated.
Knowing that AI is involved can influence how candidates perceive the fairness and transparency of the hiring process.
49% of workers believe AI could help address bias and unfair treatment in hiring. Despite their concerns, nearly half of the surveyed workers see potential benefits in AI’s use. They acknowledge that AI, when designed and implemented correctly, could mitigate human biases that often infiltrate the hiring process.
AI can provide a standardized approach to evaluating candidates, ensuring that decisions are based on consistent criteria rather than subjective judgments.
Leveraging AI for the tedious tasks
Both HR professionals and workers express comfort with AI handling minor, tedious tasks—highlighting a practical approach to leveraging technology to improve efficiency in the hiring process.
Automated responses for hiring leaders
AI is adept at generating automated responses, a function that can greatly reduce the time HR professionals spend on routine communications. For example, AI can promptly acknowledge receipt of applications, inform candidates about the status of their applications, and schedule interviews. Automating these tasks, HR teams are then able to better focus on more strategic activities such as interviewing and final decision-making.
Résumé writing for job seekers
On the job seeker side, AI tools that assist in résumé writing are gaining traction—helping candidates craft professional, tailored résumés by analyzing job descriptions and identifying key skills and experiences to highlight. It’s particularly beneficial for candidates who may struggle with presenting their qualifications effectively.
AI-driven résumé writing tools can suggest improvements, format documents, and even provide insights into how to make a résumé more appealing to specific employers.
Why AI is generating excitement and buzz in HR
More than two-thirds of HR professionals are excited about using AI at work, driven by AI’s potential to streamline processes, reduce manual workloads, and boost overall productivity. HR professionals find AI valuable for tasks that require precision and consistency, areas where AI excels over human effort.
AI for writing emails and editing content
AI’s application in writing emails and editing content showcases its utility in day-to-day HR operations. AI tools can draft email templates, customize messages for different candidates, and correct grammar and style issues—saving time while making sure communication is professional and error-free.
To add to this, AI can also help create and edit job descriptions, internal communications, and policy documents, all while keeping a consistently high standard of quality and coherence.
3 ways HR professionals are using AI
1. Candidate communications
31% of HR professionals use AI for candidate communications, including automated responses and more complex interactions, such as answering candidate queries using chatbots. AI-driven systems can provide instant responses to common questions, improving the candidate experience by keeping them informed throughout the hiring process.
2. Résumé screening
27% of HR professionals rely on AI for résumé screening. AI can quickly sift through large volumes of applications, filtering candidates based on predefined criteria—reducing the time spent on initial screenings and making sure that only the most qualified candidates progress to the next stages. Through automating this process, HR teams can handle higher application volumes without compromising on the quality of candidate evaluation.
3. Assessments
Another 27% of HR professionals use AI for assessments. AI-driven assessment tools can evaluate candidates’ skills, personality traits, and cultural fit through testing and simulations. These then provide objective data that can be used to make more informed hiring decisions.
Incorporating AI into assessments, HR professionals can gain deeper insights into candidates’ potential, beyond what is immediately visible on their résumés.
Workers’ views on AI’s future in the workplace
Nearly three in four workers believe AI will have a major impact on the workplace in the next 20 years—fueled by the rapid advancements in AI technology and its increasing integration into business processes. Workers expect AI to transform how tasks are performed, potentially leading to major changes in job roles and organizational structures.
AI vs. human judgment
Despite the expected impact, two in three workers think AI does a worse job than humans at determining which applicants would work well with co-workers. Skepticism here is intuitive and rooted in the belief that human judgment is essential for assessing interpersonal dynamics and cultural fit.
Workers feel that AI, despite its data-driven capabilities, may lack the nuanced understanding required to evaluate interpersonal interactions and team cohesion accurately.
Identifying potential in applicants
50% of workers believe AI does a worse job than humans at identifying potential job applicants who may not perfectly fit the job description. This arises from the perception that AI systems might be too rigid in their criteria, potentially overlooking candidates with unconventional but valuable qualifications.
Workers argue that human recruiters can recognize potential and adaptability in candidates who may not meet all predefined requirements but possess unique skills or experiences that could be beneficial in the long run.
Final thoughts
As AI continues to reshape hiring and HR, professionals and decision-makers must ask: How will your organization balance the efficiency of AI with the irreplaceable human touch? Embracing AI could propel your recruitment process to new heights, but only if integrated thoughtfully. Will your brand lead this transformation or risk being left behind?
