The Greenhouse AI and DEIB Report, a new survey of 2,700 candidates and 100 HR professionals, has discovered that 80 percent of HR professionals and 48 percent of candidates have used or are considering using generative AI in the hiring process.
While the majority are utilising AI’s benefits, the survey results show that concerns are top of mind among candidates and HR professionals alike.
The large majority of HR professionals (84%) believe that there should be more education and training in the workplace regarding AI tools. A further 62 percent believe that there should be more laws specifically governing AI tools to prevent bias in the recruitment process. The data has revealed that both HR professionals and candidates are equally torn on whether AI will lead to more or less bias in hiring.
AI and DEIB: The Two Acronyms Shaping the Future of Hiring
HR professionals see AI as the future of hiring – most (62%) believe that AI can help them hire the best candidate – but there’s work to be done to ensure it is used ethically. Half of the respondents’ companies are not monitoring or evaluating the performance of AI tools, leaving job seekers frustrated. Almost one-third (27%) of candidates believe that AI leads to more bias in the hiring process. HR professionals are split with around 37 percent strongly or somewhat disagreeing that AI will reduce bias in the hiring process, and 28 percent feel the opposite. Furthermore, one-third of HR professionals (33%) believe that AI will help organisations reach their DEI goals, yet 31 percent strongly or somewhat disagree.
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Screen In, Screen Out
While around half of HR respondents (48%) strongly or somewhat agree with their company using AI to screen job applications, one-third (33%) of HR professionals disagree. Similarly, over 35% of candidates disagree with the use of AI in job application screenings. Over one-third (35%) of candidates said using AI in the hiring process is fair game since companies are using AI to sort through resumes.
While HR professionals are starting to implement AI in the hiring process, they want more transparency from their companies and candidates on their AI usage. Over 38 percent of HR professionals believe that if a candidate has used AI in the application and hiring process, they should disclose that to the company they are applying to. Almost 50 percent say that companies should do the same.
“While AI is a beneficial tool for automating tasks and increasing efficiency, it shouldn’t be used to make human-based decisions like hiring. Our report found that HR professionals realise this and want to implement AI thoughtfully to ensure the hiring process remains fair and equitable. As companies begin using AI, it’s critical that they are clear and transparent about how they are using it, while being able to review and identify hiring outcomes that could bring a biased impact on candidates. said Henry Tsai, VP of Product and Design at Greenhouse.
Senior leaders realise the potential but also the limits of AI. Melissa Waters, CMO at Upwork, says:
“AI can assist in automating repetitive and time-consuming tasks, enabling employees to allocate their time and energy toward more critical and creative endeavors. It can also provide valuable insights and data-driven recommendations that can inform decision-making processes. However, it’s crucial to remember that AI lacks the contextual understanding, emotional intelligence, and intuition that humans possess”.
“Many also know that AI demands training and education. Lani Phillips, Vice President of Channel Sales at Microsoft, says “Educating employees not only on the scope of how AI can be used, but on the ethical considerations of it, like privacy, transparency, and bias, will be critical as we go forward with the intention of responsible and ethical AI.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
