“The EU AI act means there needs to be a human in the loop for final decision making as recruitment is deemed “high risk”. Most firms are limiting AI to facilitate decisions, but AI won’t finalise a decision.”
TALENT ACQUISITION DIRECTOR, MASTERCARD
More candidates + fewer open roles = more CVs sent in for each job role.
“Until AI becomes more sophisticated, that sort of stuff is going to happen,” said Max.
Miss them in a sea of options The most common use of AI in hiring? 62% of HR pros said screening candidates.
And even as new AI tools promise to save talent teams more time, candidates are using AI to send in more applications, faster. No talent team wants to be part of the next Workday-esque headline, so you’re stuck balancing two realities: 1. AI-powered tools can sift through lots of data quickly, making conclusions and spotting patterns in an overwhelming flood of CVs 2. AI reflects real-life biases and can make mistakes that can have costly consequences As Max Curtis, Zinc’s Talent Lead, put it, “Every CV is a person. If AI isn’t set up correctly and it’s screening people out for the wrong reasons, it’s totally unethical. But it does have massive potential to speed up screening.”
Lauren Brown, Zinc’s Talent Associate, agreed: “I’m a bit wary of complete AI screening tools, but more and more new things are going to come out.” If your team is measured on time to hire, screening is the first place you can cut time out of the process. Here’s how to do it well: Keep it human AI screening tools can save time, but there’s no replacement for a TA pro’s gut feeling. Whatever tool you implement, use the extra time to add more personalisation to later stages of the funnel, and engage with candidates meaningfully. Make sure you’re checking in Good relationships are built on clear communication and reasonable expectations — your AI screening tool is no different. If you’re using it to analyse CVs, look closely at what it rejects and schedule in regular time to review results. If you’re asking questions, see if the answers are indeed a good predictor of interview performance or if you need to refine.
HOW TO KEEP YOUR CANDIDATES
AI screening tools are only as good as the human oversight that you’re able to provide. If a candidate applies with an inflated job title, an AI screening tool is likely to reject them. But it doesn’t know that in a few months, you might be hiring for a more senior role — and you’ll want this candidate in your talent pipeline.
6
7
Made with FlippingBook - PDF hosting