December 7, 2021 Last updated December 7th, 2021 1,330 Reads share

Marc Zboch Explains How AI Is Replacing “Gut Feel” In How Employers Hire

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Nothing determines a company’s success or failure more than its hiring decisions. Yet this is an area that most managers are truly bad at. Studies show that managers tend to hire employees most like themselves, those who are more outgoing and more attractive. All terrible reasons and ones that could lead to lack of diversity and even discrimination.

AI is one example of a technology that has made huge strides in recent years to change the way employers find the best people for their open positions.

The average large company spends $58,000 on every hire that turns into a bad fit and leaves less than three years. A study conducted by Harvard Business School found that AI can reduce certain types of bias, like racial or gender-based discrimination, in the hiring process.

Although AI can increase diversity in hiring practices, it is important for companies who use automated systems to be transparent about the results of these processes, so they don’t face accusations of unfairness.

In this article, Marc Zboch will discuss how AI is changing how employers hire.

 

The benefits of using AI in hiring

Artificial intelligence (AI) is changing how employers hire. AI has many benefits that help employers find the best candidate for an open position, including saving time and money. Although there are some drawbacks to using an automated system, the results of AI can be beneficial if used correctly.

The use of AI in the hiring process can have a number of benefits for employers. One of the main advantages is that it can help save time and money. When hiring a new employee, a company typically spends a lot of resources on things like background checks, interviewing candidates, and training the new hire. AI can automate some of these processes, which can save the company time and money.

Another benefit of using AI in hiring is that it can help reduce bias. Studies have shown that managers often hire employees who are most like themselves, which can lead to a lack of diversity in the workplace. AI can help to reduce this type of bias by automating the screening process and providing a more objective way to evaluate candidates.

These are just some of the benefits of using AI in hiring. When automated correctly, this technology can be hugely beneficial for employers and candidates alike. However, it is important to remember that no system is perfect, so it is essential to monitor results and not solely rely on an automated system.

How AI can reduce bias in hiring practices

Artificial intelligence (AI) is reducing certain types of bias in the hiring process. Studies have found that managers tend to hire employees most like themselves, which can lead to discrimination against more diverse candidates. For example, if a manager has a background at an Ivy League school, he or she may be more likely to favor applicants with similar educational backgrounds.

AI can help to reduce this type of bias by automating the screening process and providing a more objective way to evaluate candidates. By removing the human element from the equation, AI can help employers find the best candidate for an open position, regardless of their race, gender, or educational background.

Although AI can reduce bias in hiring practices, it is important for companies who use automated systems to be transparent about the results of these processes, so they don’t face accusations of unfairness.

How does AI help employers find candidates?

Employers have access to a huge range of people when they conduct a job search.

Unfortunately, hiring managers don’t have the time or resources to sort through all the information themselves. They need a way to quickly and accurately develop potential candidates for their open positions.

AI can analyze many different factors from resumes submitted by potential applicants, such as the length of their employment history, location of previous jobs, and educational background. This helps employers easily narrow down a list of candidates to review them all at once.

In addition to analyzing resumes, AI is effective for companies with fewer human employees to complete relatively time-consuming tasks.

How can AI be beneficial for hiring processes?

There are many benefits to using AI in the hiring process. Since AI has become extremely accurate at predicting job success, it can help employers find ideal candidates. A study by the University of Pennsylvania found that AI did a better job ranking potential employees than an average professional recruiter doing the task manually.

A good AI program has the benefit of tracking hundreds of thousands of employees overtime. It finds patterns that no human can.

Additionally, AI can help employers come up with a diverse candidate list, so they have the opportunity to hire the best person for an open position. Studies have found that including AI in hiring processes can increase diversity in organizations by eliminating potential biases that could be present in human-made hiring decisions.

What are some drawbacks to using AI in hiring?

Although there are many benefits to using AI in the hiring process, there are also some drawbacks employers should consider when using automated systems.

Since it can be extremely difficult for companies with smaller human resources departments to review every resume submitted to them without an automated system, this is one drawback that may not be easily avoidable. Another drawback of AI is that it can fail to produce high-quality candidates for certain positions.

When should you not use AI in hiring?

The first time an employer uses the system, they must spend extra money on employees who create the AI system. Also, they must give these employees enough time to properly train the AI software before it is ready for full-time use.

Another situation in which employers should not use an automation system is when they are looking for applicants with unique skills or qualifications. Using AI in hiring processes is only beneficial if the company already has a large candidate pool with similar characteristics.

What are other considerations when evaluating potential candidates with the help of AI?

Employers should consider several other things when using AI in hiring, including how much information about each applicant they want to include in the process. AI is good at predicting job success based on certain, specific criteria; however, it works best when given a large amount of information about each applicant. Therefore, it is in the company’s best interest to give the system as much data as possible when conducting an AI search.

 

Final Thoughts

AI has had a significant impact on how companies hire new employees. Since AI can help employers determine whether potential candidates will succeed in a given role, it can save them time and money.

In addition, the use of AI may increase diversity among new hires because it eliminates potential biases that humans have when making hiring decisions.

AI may become a standard hiring process with the right software and employees to design and maintain it.

Marc Zboch

Marc Zboch

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