“Despite some of the proven benefits of automated hiring, there remains the potential for misuse, resulting from the opportunities to introduce human bias at any stage of the automated hiring process—from design, to implementation, and finally, to the interpretation of results,”
Many companies have shifted their recruitment practices to include elements of AI through video interviews, personality assessments, and skill assessments, intending to limit bias and increase efficiency. But are these programs fair to everyone? When choosing how to incorporate AI into the recruitment process, leaders must consider that the very tools they are implementing can exacerbate the problem.
The question of how to reduce bias in the recruitment process is an ongoing, multilayered conversation in which AI plays a relatively small part. AI has the potential to reduce bias if used ethically and transparently. However, for companies to create radical and meaningful change in reducing bias and promoting diversity, equity, and inclusion in their recruiting processes, they must establish more comprehensive long-term goals and hold themselves accountable for meeting them.
The real question is not should we integrate AI into our recruitment processes to reduce bias, but instead, how can we reduce bias at every step of the recruitment process and create long-term, meaningful change? Working towards long-term sustainable change in the recruitment process is not easy, but this is where we can help. ideascape collaborates with leaders to reinvent their recruitment processes to be less biased and more inclusive by evaluating their current practices, establishing explicit and quantifiable goals, and devising an integrated strategy for achieving them. Contact Jonathan Dyke and Deon Gaines to learn more.
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