Companies tend to rely more and more on Artificial Intelligence based evaluation to make the selection process more standardised and cost efficient. Some use it to signal financial fitness and a culture of innovation to potential applicants. As such, there is an increased use of technologies designed to automate the interpretation of behaviours elicited from selection interviews.
What do we know so far about recruitment and technology?
Not all candidates interpret the adoption of such technologies in a positive way. Most importantly, they tend to interpret signals from the company in a subjective way. These perceptions, in turn, impact how they view the organisation as an employer in the long run.
One such signal is the organisation’s choice of selection tools. According to research on AI assessment in hiring practises, this can influence potential applicants’ decisions to self-select into or withdraw from the selection process. They perceive that AI-based evaluation is less “fair and controllable”.
Similarly, another study on the use of digital and highly automated interviews shows that candidates consider it “creepier”, having greater privacy concerns about its use. Last of all, they believe that such technologies don’t allow them to influence the progression of the interview.
AI & HR. In a nutshell
Candidates knowing they’ll be faced with an AI-based evaluation have lower intentions to apply for a job. As a consequence, they are less likely to apply for the job. In other words, if they are aware from the start that an AI-based assessment will be used, their intentions to apply for and pursue the job tend to drop.
What are the implications for practitioners?
Information about the selection process can influence individuals’ decisions to apply for and finding a job. That being the case, it can preclude them from ever becoming true candidates. People tend to have a negative reaction to the concept of AI-based assessment. This effect is independent of the influence that any ideas about a specific company using this technology has on them.
Ok, so what should companies do next?
Companies should consider providing more information about the selection process. They should make sure that candidates interpret it as intended. The details introduced at the start of the process has an effect on applicants’ initial reactions. Likewise, on their performance and motivation.
As such, companies could reveal various selection steps to candidates early in the process. This way, they can clearly see the proportion of technology-based versus interpersonal assessments involved. This will increase the chances of potential applicants interpreting their selection process correctly. For more information on the topic download our evidence based guide for hiring interviews.
For instance, businesses should consider explaining why they chose to use a selection process based on artificial intelligence. They could clearly tie it to the attributes they believe it reflects, like efficiency, innovation, or fairness.
About the author
Andreea Ibanescu works as a Cognitive Behavioural Coach, Trainer, and experienced Organisational Consultant with a strong focus on Learning and Development. Her mission is to facilitate transformational experiences for people, teams and organisations so that they reach their goals. She uses an evidence-based approach, relying on organisational psychology, human resources, design thinking and behavioural economics.
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