AI's Role in Facilitating Employment Return: Insights and Discussions

In the ever-evolving world of work, Artificial Intelligence (AI) is making a significant impact on the recruitment and hiring process. From candidate sourcing to predicting employee retention, AI is transforming the human resources (HR) landscape.

One of the key advantages of AI is its ability to address skill shortages across various industries. By enabling companies to find qualified people for hard-to-fill positions, AI is bridging the gap created by the lack of suitable candidates.

However, the use of AI in HR isn't without its concerns. AI tools, such as those used for resume screening, can potentially increase diversity in teams by standardizing the interview process and reducing human biases. Yet, the risk of discrimination and biased selection has been acknowledged by Andrea Glorioso, principal policy officer for the future of work at the European Commission's DG Connect.

Industry-led self-regulation and internal procedures to increase transparency can be useful in alleviating apprehension about the use of AI. Companies like HireVue are leading the way, working with independent third-party auditors to assess algorithmic fairness, risk, and legal aspects.

In-person interviews and resumes, traditional tools for selecting employees, are imperfect. They do not allow employers to assess people for future job performance, soft skills, or compatibility. AI tools can help hiring managers spend less time on mundane tasks and more time connecting with applicants.

Moreover, AI tools can save time for candidates by helping them apply for jobs they are qualified for and avoid missing out on opportunities they may be interested in.

Addressing concerns about AI should involve a mix of policy enforcement and private and public sector responsibility. Panelists in a discussion on AI in HR agreed on the importance of transparency, communication, industry-led best practices, and policy enforcement as key strategies.

The European Commission is preparing rules that could limit the use of AI in certain sectors and activities that present potential risks. This move aims to ensure fairness and accountability in HR AI tools.

Amazon notably attempted to increase transparency in AI-driven recruitment when it piloted an AI resume screening system in 2014. However, the system was criticized for bias and lack of transparency in decision-making. Other companies have also been prompted by emerging EU regulations and ethical guidelines to document AI decision processes, inform candidates, and ensure fairness and accountability in HR AI tools.

Companies providing AI tools should set expectations about the data and insights that can be shared, and the permissible uses of the software, according to experts. HireVue, for instance, discloses which aspects are taken into consideration, what data is collected, who it is shared with, and which assessments use AI or not for pre-recorded video interviews.

The growing use of AI in the recruiting world is also driven by the need to automate workflows and processes in order to be competitive, particularly in a globalized, saturated job market. AI is repairing a broken hiring process that did not benefit many people.

As AI tools in recruiting and hiring become mainstream due to their increased accessibility and advancement in recent years, it's essential to continue the conversation about transparency, fairness, and accountability in their use. After all, the goal is to make HR a more efficient, equitable, and inclusive process for all involved.