Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
There was a time when using artificial intelligence in hiring made companies an outlier. While some forward-thinking companies were eager to implement, many others cautiously waited in the shadows — skeptical about the promises AI made.
What was once skepticism turned into curiosity, and now, into real action. A new AI in Hiring Guide reveals how quickly this shift is happening. In 2024, 58% of HR professionals used AI in their hiring process. Fast forward just one year and that number has soared to 72%.
To top it off, trust in AI-driven hiring jumped from 37% to 51%, proving that more teams see AI’s value in hiring.
However, while AI is more accepted, there are still questions about bias mitigation, efficiency, and the role humans play in its adoption. As more talent teams weave AI into their workflows, knowing how to navigate the hurdles will be key to unlocking its full potential.
Challenge: Navigating the learning curve
For some, adopting new technology can feel like a daunting and sometimes impossible task. They worry that AI will be too complicated or just plain overwhelming.
It’s completely natural to feel hesitant about learning something new, but the top two ways to ease into implementation are:
1.Find a vendor that supports you every step of the way.
The right vendor won’t just hand you the technology and walk away, they’ll guide you through every step. Look for a partner who offers expert guidance from I/O psychologists, ensuring a smooth and confident transition.
2.Start implementing AI where it drives the most impact.
The best way to introduce AI into your hiring process is by focusing on where it will make the biggest impact. Think about the tasks that slow your team down, like interview scheduling or candidate engagement.
These time-consuming but easy-to-automate areas are the perfect starting point. By automating these processes first, teams can see the immediate benefits of AI.
Challenge: Keeping AI ethical, secure, and compliant
Beyond concerns about learning new tools, almost half (45%) of people worry about AI’s legality and compliance. This concern isn’t just noise — it’s valid and deserves attention.
Not all AI hiring tools are created equal. Work only with vendors that prioritize ethical AI, regulatory compliance, and security to protect your organization. Your AI partner should be able to explain how their technology works in simple terms and back it up with proven results.
When evaluating AI vendors, ask the right questions about security, explainability, and audits:
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- Certifications: Are they certified by the U.S. Department of Commerce, and have they undergone SOC 2 Type 2 audits?
- Security Team: Do they have a dedicated team monitoring and implementing security measures?
- Privacy Impact Assessments: Have they evaluated the impact of AI on data privacy and compliance?
- Audits and Monitoring: Do they conduct regular audits and stay ahead of changing regulations?
- AI Explainability: Do they have an AI explainability statement that shows how they test and mitigate for bias?
By prioritizing security and compliance, companies can harness AI’s potential while protecting both their business and candidates
Challenge: Breaking down the transparency barrier
The saying, “Trust is earned, not given,” certainly holds true regarding candidates’ trust in hiring teams using AI tools.
And while trust in AI has grown significantly over the last year, many candidates still question how AI-driven decisions are made. Research shows that while candidates welcome using AI in their job search and interview prep, 66% have reservations about its influence on critical hiring outcomes.
Here’s how to build candidate trust and confidence in hiring AI:
1.Make meaningful connections.
AI streamlines the hiring process, but people hire people. When AI takes care of repetitive tasks recruiters can focus on what really matters: building relationships with top talent. One way to reinforce this is through personalized touchpoints — like recruiter check-ins or live interviews — so candidates feel valued beyond the AI-driven steps.
2.Be open and upfront with candidates.
Candidates should understand what AI is evaluating and, most importantly, that real people are still making the final hiring decisions. Sharing basic information about which steps in the process include AI tools can go a long way toward building transparency.
Challenge: Overcoming bias concerns with AI
Forty-one percent of people we surveyed worry about biased recommendations from AI. They’re right to be cautious. If not designed responsibly, AI can reinforce existing biases, leading to unfair and discriminatory hiring practices, making the following two process priorities non-negotiable:
1.Work with vendors who regularly audit AI models for bias and fairness.
Your AI partner should conduct regular bias audits and testing and follow ethical AI standards.
2.Train your team on AI ethics and bias mitigation.
This includes encouraging regular discussions on bias and fostering a culture of accountability around fair hiring practices.
Companies that prioritize fair hiring don’t just check a box. They attract more diverse talent, foster innovation, and drive better business results. At the end of the day, it’s a competitive advantage.
Final thoughts
If there’s one key takeaway, it’s this: the right partner makes all the difference when implementing AI in hiring. Software doesn’t just shape hiring decisions — it impacts real people and their careers. That’s why my team takes this responsibility seriously, committing to ethical, fair, and transparent AI that benefits individuals and society.
