When AI decides who to hire

“There is no doubt that a true revolution is happening in the world of recruiting and HR right now. Tools like ChatGPT and BARD enable huge leaps forward,” said Recruiting and Employer Branding Consultant at HRD. Viki Groner, a lecturer and lecturer, said: “First, they serve as a source of knowledge. We used to rely on organizational encyclopedias to define specific roles, but now we can get job descriptions at the click of a button. Descriptions can be accessed and customized.In addition, ChatGPT allows you to create content, write articles, draft job descriptions, and propose job requirements. Yes, you can build functions in Excel, recommend behavioral questions in interviews, and even generate mechanisms for screening candidates.

AI systems can analyze information quickly and accurately so organizations can focus on the best candidates. In addition, artificial intelligence tools help organizations manage employer branding, recruitment systems and candidate experiences.

“As a recruiter at AppsFlyer, a day goes by without using artificial intelligence for my job needs. ChatGPT has been a complete game changer in my day-to-day work,” said Talent’s Tal Bar Menashe. Customer Acquisition Specialist at AppsFlyer.

“You can use prompts to write as an experienced recruiter, junior product manager, or senior developer and tell chat about the job. The job descriptions generated by ChatGPT with good instructions are highly accurate, and you can post open positions on LinkedIn or draft internal messages in a clearer way. I also use this tool to

“Additionally, we use ChatGPT to conduct market research and help with the recruitment process. We also use it to lay the foundation for long-term projects, such as position approvals, updates on how to open a position, etc. Our ATS system keeps track of job details and related It’s HR software that acts as a database of candidates and more.”

Asaf Jackoby, head of global talent strategy at Amdocs, says AI tools are being used at every stage of recruitment and selection. “With our career portal, you no longer have to look for a job. When a candidate uploads their resume, our artificial intelligence maps their skills and provides relevant open positions. We use AI tools to find the right talent.In addition, we have an AI-based in-house platform for career management, allowing employees to recommend open positions within the organization based on their skills and professional aspirations. Not only does it improve the candidate’s experience on the careers website, it also provides reconciliation options (matching candidates to their needs), streamlining the process.”

One of the main benefits of using AI tools is the ability to streamline the hiring process by automating various tasks. “At Nayax, we have definitely integrated AI tools that assist us in different stages of the recruitment process. You will be asked to answer when you submit your resume.Using the systemAnother example of using AI tools is a smart system for building test simulations: real working environments,” Israeli Fintech says Daniel Davidovich, Talent Acquisition Leader at Nayax.

Objective decision or perpetuation of prejudice?

AI systems learn by identifying patterns in existing data. Therefore, if an artificial intelligence tool is trained on biased data, the results may also be biased. For example, if an organization has historically recruited primarily men from a particular background, the software may continue to recommend candidates from the same group. Additionally, the use of AI in recruitment and recruitment raises privacy and ethical issues. To what extent can AI systems truly replace human intuition and experience and understand complex dynamics?

“Today, almost every product and service in the field uses some form of AI,” says Yoni Friedman, Gloat’s vice president of product management. “Artificial intelligence has a mandate to identify suitable candidates for specific positions, and is expected to do so quickly and with a high level of accuracy.As a result, most applications are based on historical data. artificial intelligence finds candidates who are similar to previous candidates.” When working this way, the system not only identifies why an employee was hired, but also identifies any It also identifies negative biases. For men and people under a certain age, artificial intelligence will identify this and give it the same priority. In fact, this prejudice may even grow wider than before. ”

Using artificial intelligence to find candidates based on past hiring information also stifles creativity in the work process. Artificial intelligence is designed to identify recurring patterns in hiring practices, so it can overlook new or less common parameters that determine whether a candidate is a good fit for a position. In other words, artificial intelligence tends to identify the most popular candidate profiles and search only for them. It is programmed not to consider exceptional cases where non-typical candidates are hired, thus preventing individuals who do not fit the immediate criteria from taking the role.

On the other hand, artificial intelligence models don’t incorporate human considerations, so they can “see” what a human recruiter might miss. “Artificial intelligence has the ability to identify similar skills that help candidates learn new roles. Artificial intelligence can also explain to individuals why they are a good fit for a position.” Understand why a particular role or a particular candidate is a good fit for a position. This allows recruiters to make more informed decisions and accurately specify the criteria for success,” said Friedman.

This can also cause recruiters to miss out on suitable candidates or even reject worthy candidates. “Often, models are trained on existing databases that may contain biases. Candidates can be over-generated,” said co-founder Lilan Paul Hayson. Founder and CEO of Aporia, a company that developed a platform for monitoring and tracking issues in AI-based systems.

Models lack personal awareness, he says, and cannot think outside the box — tone, body language, and stereotypes — all of which are important factors in a job interview. Furthermore, they lack understanding of the human situation. Artificial intelligence cannot grasp a candidate’s emotion, intonation, nuance, or humor. There are also AI models that analyze audio and video, which can lead to rejection of candidates based on how they dress or accent.

Another issue that can arise from the use of AI tools in the recruitment process is privacy. These are very personal details and ultimately delicate processes that affect a person’s life. “Abusing AI can have devastating consequences,” Groner said. “You should pay close attention to information security and avoid uploading candidate details to platforms like ChatGPT. Always mention how a snippet of code you entered in chat ended up in the public domain.In addition, ChatGPT responses should be inspected with a critical eye, verifying information with additional AI tools. , it’s a good idea to make sure your chat uses real sources, because we’ve all heard of lawyers coming to court, a precedent that ChatGPT invented. None of us want to be in that situation.”

Despite the dangers and drawbacks, AI tools give recruiters an edge in skill-based hiring over experience-based hiring. “I believe AI tools know how to identify and assess skills. We also know how to identify candidates with interesting backgrounds. ”