As artificial intelligence tools continue to transform talent acquisition, companies and job seekers alike will increasingly use AI, according to a May 20 post on LinkedIn’s Talent Blog.
“It seems I can’t go a day without hearing about how AI is transforming recruiting, and keeping pace with these changes can feel overwhelming,” Bonnie Dilber, a recruiting leader at Zapier, wrote in the post. “I regularly talk to recruiters — and job seekers — who feel like they’re always trying to play catch-up.”
The next six months will bring greater transparency about AI use, Dilber wrote. Companies will be expected to communicate a clearer stance on AI use during the application process and issue formal statements about what they allow. Employers will also ask candidates to verify their AI use during hiring.
Employers will likely use more tests to catch AI use during the hiring process, Dilber wrote. This could include on-site interviews, embedded commands in job descriptions or video verification during online interviews.
Beyond that, there will be more rigor in the interview process, Dilber wrote, such as skills assessments, open-ended questions and video uploads. These tactics can reduce application volume and keep less qualified or less motivated people from applying.
In turn, companies will likely use more AI tools for initial screening and identification of high-potential candidates. Employers will also assess candidates’ AI skills, potentially asking them to build solutions with AI as part of a skills assessment.
Although most job seekers use AI for basic help, some may use it to forge documents, create fake resumes and evade applicant filters, experts told HR Dive. Companies can combat this by using AI in screening platforms to verify documents, candidates’ identities and video calls.
At the same time, some job seekers say they may not apply to companies that use AI in the hiring process, according to an Express Employment Professionals survey. Most job seekers said they want human interaction, particularly to vet for soft skills such as attitude.
Job seekers also say they’re “uncomfortable” with AI use during resume review and decision-making, according to a ServiceNow report. Candidates said they prefer for AI to be used as a supportive tool for interview scheduling or candidate sourcing instead.
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Both employers and applicants can expect to demonstrate more transparency about AI use during the hiring process.
