Artificial intelligence is becoming integrated into every sector, from the entertainment sector to the healthcare industry, and the business world is no exception.
A recent survey found that most U.S. businesses are already using the technology or are considering how to incorporate it into their future business plans for purposes such as cybersecurity and customer service.
Another area of business where AI adoption is already happening in a big way is recruitment.
A survey by ResumeBuilder.com found that 43% of companies expect to use AI in their interview process this year, and most companies believe this will improve recruiting efficiency. However, 85% of companies say that AI will not replace humans in making the final decision.
So how does this technology play a role in the hiring process?
Brian Gagnon, chief technology officer at Uprise Partners, told Scripps News that AI could initially be used to write job descriptions, come up with better interview questions and help companies hire only the most qualified applicants rather than interviewing each one individually.
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Looking at it from the other perspective, Gagnon said the use of AI in the hiring process is, in most cases, invisible to applicants through email responses, surveys and the like.
Still, potential employees may become uneasy when they realize they're dealing with a robot, not a human, and Gagnon said companies need to be aware of in which situations AI can be helpful and in which situations it can be harmful.
“AI isn't going to make candidates want to join your company,” Gagnon says. “It's great for looking at resumes. It's great for responding to messages and doing some early stage work. But as you move through the hiring process, being able to actually interact with the people you might end up working with is really important.”
Gagnon told Scripps News that the challenge ahead for companies will be figuring out how to best use AI tools, particularly when it comes to issues of bias.
AI can either increase or decrease bias in the hiring process. On the one hand, Gagnon says many of the engineers he hires may not be as good at writing as others. If the AI determines that their resumes or essays don't adequately communicate their qualifications, it could unfairly disqualify them if checks and balances aren't in place. On the other hand, the AI could determine that one candidate is more qualified than another based on how the applicant tailored their resume.
Gagnon also spoke to Scripps News about the future of AI in the recruiting process and how large companies are using the technology.
To see the full interview, check out the video above.
