AI can’t (and shouldn’t) replace human recruiters. Here's why.

Technology can certainly play a role in recruiting—especially in today’s fast-paced job market. Artificial intelligence-powered tools (or “AI”) can be helpful in streamlining processes and efficiently handling large volumes of data. That said, relying solely on AI for reviewing resumes comes with a handful of major drawbacks. 

Here’s why AI can’t (and shouldn’t!) replace humans in talent acquisition.

AI in recruitment: both promising and perilous.

There’s no denying it: using AI to screen resumes enables teams to more quickly process applications and identify patterns among applicants. However, because AI primarily operates on pattern recognition and keyword matching, it often grossly oversimplifies rich narratives within a candidate's experience. For instance, two candidates might  list "project management" on their resumes, but their unique contexts could be vastly different. One candidate may have managed a small team in a startup, while another may have led a large cross-functional team in a multinational corporation. Pattern recognition and keyword matching might result in AI rating both experiences equally, while a human reviewer would be uniquely equipped to identify the distinct value each candidate’s experience brings.

While AI might be trained over time to look for specific keywords and phrases, both experiences could be described differently depending on how an individual person chooses to write their resume. This variance underscores the importance of human oversight in recognizing and appreciating the unique context and contributions of individual candidates.

People are indispensable in recruiting people.

While AI can be a useful supplementary tool, it can’t (and shouldn’t) replace real-life humans’ role in hiring. Equitable, human-centered hiring depends on nuanced decision making—which we know requires real-life, human decision makers! Human talent experts are uniquely equipped to recognize and value candidates’ unique experiences and bring contextual understanding to hiring processes that AI simply cannot replicate. 

Final hiring decisions must involve human input to validate AI assessments, ensuring that critical insights and subtleties are not overlooked.

Real-life humans are better-equipped to fight bias and promote inclusion in hiring.

AI’s limitations in hiring go beyond its oversimplification of candidates’ unique experiences: AI's reliance on historical data can also reinforce existing biases, potentially excluding candidates who may not use conventional language on their resume or those who have had nontraditional career paths. Effectively addressing these biases requires a high level of expertise in data science, machine learning, and bias mitigation techniques. Human-centered talent experts bring the requisite sensitivity and fairness to recognize and value diverse experiences and perspectives, leading to more inclusive and equitable hiring processes.

AI can undermine candidate authenticity. 

AI's focus on algorithm-friendly formats can lead to the homogenization of candidate selection, where applicants optimize their resumes for machines rather than genuinely reflecting their experiences and qualifications. This undermines the authenticity of the application process. Human reviewers, on the other hand, can appreciate the substance of an individual's career journey, ensuring that the focus remains on the candidate's true potential and unique experiences.

Emotional intelligence is critical. AI misses the mark.

Hiring is not just about matching skills to job descriptions—it's about finding individuals who align with the company culture, demonstrate potential to add to or expand it, and demonstrate qualities like resilience, empathy, and teamwork. These attributes are often inferred from the subtleties of a resume and the candidate's story, which AI, with its current limitations, is ill-equipped to recognize. For example, consider a candidate who has identified herself as a woman who has attained a leadership position in a male-dominated field. The unique experiences that come with overcoming systemic barriers can be crucial indicators of a candidate's potential. A human reviewer would recognize the significance of such a candidate’s ability to achieve at this level and its implications for this candidate’s potential contributions to the organization.

The nuances of industry-specific knowledge

AI's inability to understand the nuances of different industries can also be a significant drawback. The skills and experiences relevant in the tech industry might differ vastly from those in healthcare or education. Human reviewers, with their industry-specific knowledge, can make more-informed decisions about a candidate's suitability for a role—something AI can’t adequately replicate.

Using AI in your process? Here’s one way to build trust with candidates.

Transparently informing candidates about the use of AI in the hiring process and providing feedback on their evaluations can enhance candidate trust and engagement. However, true fairness comes from giving candidates the assurance that their applications are reviewed by real-life humans who are equipped to recognize and value their unique experiences and qualifications. Implementing an appeals process where candidates can request a human review if they believe their AI-generated evaluation was inaccurate ensures fairness and accountability.

The future of hiring is human-centered.

While AI is an exciting and useful tool in some areas of recruiting, the initial review of resumes should be performed by a human to honor the rich, diverse, and complex nature of human experiences. By maintaining human involvement in the initial stages of resume review, companies can foster a more inclusive, fair, and empathetic hiring process that truly value the individual behind the resume.

At poe., we specialize in creating human-centered hiring processes that prioritize fairness and equity. Our team of experts can help you design and implement strategies that enhance your hiring outcomes while reducing bias. 

Interested in learning more about how we can support your recruitment efforts? Let’s have an exploratory chat. Contact us at hello@peopleovereverything.com. Let’s work together to make hiring more equitable and effective!