Artificial Intelligence Within the Hiring Process

Artificial intelligence (AI) is an important tool that stimulates human intelligence within technology. It has been growing rapidly in the past two years and is now being used within the hiring process in many big companies for resume screening. Through its resume screening process, artificial intelligence technology is finding potential candidates that match the required job qualifications within the job description. It scans thousands of resumes and flags those that meet the requirements with the main keywords from the job description. Resume screening with artificial intelligence helps save hiring managers time and can put their energy into another project, but it comes with its downsides. Since AI stimulates human intelligence, it is only as good as the information it was fed, making the decision-making process have potential factors of replicating human bias (gender, race, and/or age), over-rely on the required keywords, and overlooking skills they are unable to identify. With these two downfalls, it could overlook a possible incredible candidate. Candidates may feel like they are being evaluated solely based on their ability to meet certain technical criteria, rather than on their potential to contribute to the company culture and overall success.

Even though artificial intelligence is a big program being used in the hiring process many companies like Workday for example are still quickly reading through each resume because they know that artificial intelligence makes mistakes. On the other hand, “currently, there have been many businesses, Amazon to be specific, who have implemented trial runs integrating AI into the hiring process. What came of this is an extremely biased system that is completely reliant on patterns (Dastin, 2018).” The system used by Amazon exhibited a bias towards women and showed patterns of choosing male candidates.

As a female college student, this causes some concern because college students are beginning their careers and building their resumes, but with AI this could be a disadvantage. As stated above, AI programs filter out resumes with certain formats and required keywords including skills or experience, but for college students with little to no experience, it will make it much harder to get an interview even for an entry-level position. With gender bias, female college candidates will be pushed out of the system without being given a chance due to the system creating a bias towards women and running on a pattern. A solution for college students to have a chance with the AI programs is to tailor their resumes to specific job postings, using relevant keywords, and highlighting their achievements. In conclusion, the use of artificial intelligence being used in the hiring process for resume screening has its benefits, but it also has a fair share of disadvantages. Employers should work towards addressing bias and ensuring that each candidate is given a fair and equal opportunity.

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