In a shift toward modernising recruitment processes, a new report from the Institute of Student Employers (ISE) reveals that the use of Artificial Intelligence (AI) by employers has tripled, marking a substantial increase in the adoption of technology to streamline hiring practices.
According to the ISE findings, nearly a third (28%) of employers are now leveraging AI in their recruitment processes, a significant jump from the 9 percent reported in 2022.
The ISE, whose members collectively recruit tens of thousands of graduates and apprentices annually, conducted a comprehensive study showcasing the diverse applications of AI within the hiring landscape.
One of the most prevalent uses of AI was identified in online psychometric assessments, demonstrating the technology’s versatility.
Additionally, employers reported using AI for pre-screening candidates, updating them on the application process, and analysing video interviews.
High volumes of candidates can be tackled
The adoption of AI comes as job applications skyrocketed to 86 per vacancy this year, a 23 percent increase from the previous year. Faced with managing these high volumes of candidates, employers expressed a need for quicker and more efficient recruitment processes.
The survey indicated that AI was perceived as a valuable tool, with 83 percent of employers reporting increased speed and efficiency. It also enabled the analysis of large volumes of data (64%) and automated repetitive tasks (59%). Furthermore, 17 percent of respondents found AI to be a cost-effective alternative to traditional hiring methods, and 8 percent believed it enhanced the likelihood of finding the best candidate for the job.
However, amidst the growing reliance on AI, 70 percent of employers expressed a preference for a more human-centric approach in the recruitment process. Concerns about the reliability of AI (63%) and the secure handling of data (33%) were cited as potential drawbacks.
Speed and efficiency
According to Georgia Greer, Head of Insights at ISE, “AI is creating opportunities for employers to do things differently in a more effective way. With the rise in job applications, the increased speed and efficiency is particularly attractive. It should improve the candidate experience too.”
Greer acknowledges the ongoing debate among recruiters about the ethical implications of removing human interaction from the hiring process. “As AI evolves and improves, confidence will grow, and some of those concerns should fall away,” she added.
Despite the evident benefits, limitations in budget and resources, as well as a lack of capability to implement AI systems, were identified as the primary reasons preventing more widespread adoption.
Greer concluded, “From a candidate perspective, they may be asked to use tools like ChatGPT to answer questions and playback their experience at the interview. But, at the moment, AI is mainly being used to assess performance in the process, so it’s not something candidates will always be aware of or can prepare for.”
Amelia Brand is the Editor for HRreview. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at the 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.
Recent Comments on Stories