In the emerging landscape of technology, artificial intelligence (AI) is the unique part of shaping the capabilities of the organizational world in numerous ways. Data automation is one of those capabilities AI offers that many organizations utilize during different stages of the screening process as it saves time and provides recruiters some additional time to interview, communicate, and manage the applicants. AI automation creates a quicker time-to-hire window by filtering out prospective candidates which reduces the possibility of losing competent and talented candidates to competitors for the employers. Moreover, automated background screening is another capability of AI that makes the process of conducting background checks of the candidates such as qualifications, criminal record, and employment history more efficient and accurate. This allows employers to make informed decisions to select qualified and competent candidates based on aptitude.
AI automation has numerous benefits for job seekers just like it offers valuable efficiency for employers. One significant benefit of AI-driven automation for job seekers in the screening process is the elimination of manual and time-consuming tasks. With AI automation, job seekers do not have to manually search for job postings or sift through countless resumes to earn a vacant job position as per their qualifications and experiences. Instead, AI algorithms analyze the potential skills, qualifications, and experience of job seekers and match the information with suitable job opportunities. This not only saves valuable efforts and time for the job seekers but also enhances the opportunities while finding suitable and relevant jobs that align with the job seekers’ expertise.
However, the increasing use of artificial intelligence has raised concerns and potential harm for employers during the screening process. One of the potential harms is that biases in human perception can lead to discriminatory practices in the organization facilitated by AI automation which results in certain groups of society being unfairly disadvantaged during the screening process. On one hand, AI automation expedites the screening and hiring process but, on the other hand, algorithms can be difficult to understand through which biases can be amplified and perpetuated. This not only results in a lack of transparency in the hiring process but can also be a legal risk for the employer if his/her use of AI automation during the screening process violates anti-discrimination laws and regulations (Figueroa-Armijos et al., 2022).
Organizations sometimes overlook smaller digital footprints on digital platforms when AI uses algorithms to scrape information from professional data profiles available on different social media platforms needed for a potential job posting. This may result in job seekers experiencing discrimination and biases embedded in algorithms that can affect their chances of securing employment. Hence, the risk of being unfairly excluded from consideration due to biases in AI algorithms that are used for resume screening poses potential harm to prospective candidates or job seekers resulting in discriminatory outcomes for the organization as well as individuals.
References
Figueroa-Armijos, M., Clark, B. B., & da Motta Veiga, S. P. (2022). Ethical perceptions of AI in hiring and organizational trust: The role of performance expectancy and social influence. Journal of Business Ethics, 1–19.
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