The recruitment and hiring landscapes are rapidly evolving thanks to AI. While AI holds immense potential to streamline processes and enhance efficiencies, job seekers are excited and weary of its capabilities in their job search. They are excited about the prospect of more employment opportunities but worried that AI may take hold of the hiring process independently.

In this article, we will explore Canadian job seekers’ sentiments about AI and hiring based on an upcoming report commissioned by Indeed. Roughly 8% of Canadian HR and talent acquisition leaders claim that they are not using AI in any way while the majority are already streamlining processes through algorithms. As employers like you experiment with AI, reassure job seekers that you have their human interests in mind. 

Maintain the crucial human touch in the recruitment process — it’s good for candidate recruitment. Here’s why!

AI has arrived

The advent of AI has seen HR leaders breathing some sighs of relief. Canadian HR and talent acquisition leaders surveyed said their team is currently using AI systems and tools to write job descriptions or ads (34%), with customer service chatbot (31%), to match the best candidates to open roles (31%), to draft emails (28%) and to write Boolean strings for searching candidate databases (20%).

Younger job seekers also see some benefits to AI. Younger job seekers aged 18-24 are more optimistic about AI creating new job opportunities and enhancing productivity, with 73% believing AI will make their jobs easier. Furthermore, nearly 60% of unemployed job seekers are optimistic about AI helping them find better job opportunities or aiding in career growth.

But even with efficiency and promises of future work, 41% of job seekers prefer being evaluated by a human or in addition to an AI system when applying for jobs. And while the addition of AI is welcomed in hiring, just under 3 in 10 Canadian job seekers said they seek information on employers' sites about the AI systems and tools they use when searching for a job. Another 32% said they ask potential employers if they use AI systems and tools to evaluate candidates when searching for a job.

Job seeker concerns

Job seekers are weary of AI's role in hiring. According to the survey, almost 7 out of 10 job seekers believe that AI systems and tools are more likely to benefit corporations by reducing labour costs rather than creating more job opportunities. Additionally, nearly 3 in 5 job seekers foresee AI systems replacing jobs in the foreseeable future.

While AI can speed up routine HR tasks, many job seekers worry about the sidelining of the human element in hiring decisions. These concerns include:

No Human Approach

Over 60% of job seekers emphasize the importance of maintaining a human approach in hiring to combat data bias. They seek reassurance that AI complements human judgment rather than replacing it. Over half (55%) of job seekers are concerned about AI replacing human judgment and intuition in hiring decisions. The fear of being passed over for not meeting the hiring threshold is top of mind, especially in a competitive labour market.

Inclusivity and Diversity

About 43% of job seekers emphasize the need to ensure a diverse and inclusive workforce through AI-driven hiring processes. They worry about the potential for bias and discrimination since almost 33% of job seekers want the data used to train AI systems to represent minority groups. Over 55% of job seekers are concerned about bias in the data used to train AI systems and tools in hiring and talent attraction. This concern is even more pronounced among job seekers with disabilities, with 61% expressing apprehension about data bias. Job seekers living with disabilities already struggle to feel supported in their job hunt. In a recent Indeed Canada survey, a quarter of Canadians (26%) feel that a disability is a barrier to people finding jobs. Compounding factors like AI and barriers in the job hunt could sideline workers with a disability.

Fewer jobs become available

Job seekers recognize the promise of AI but acknowledge its complexities. Over 40% of unemployed job seekers think that AI systems and tools might replace their current jobs within the next 1 to 5 years. Half of job seekers anticipate AI making it more challenging to find jobs in their industry or replace jobs in their profession. Their concerns might be warranted as some experts claim that writers, some law professionals, data entry workers and customer-facing workers may see their jobs evolve entirely. 

Data Privacy and Security

Just over 40% of Canadian job seekers worry about AI compromising data privacy and security in recruitment and hiring processes. A string of high-profile cases in Canada which involved data breaches have triggered warranted legal oversight on how data should be handled. No industry, so far, has been spared from data breaches and job seekers are mindful of what may happen when data privacy goes unchecked. 

Stay human

Human-driven hiring can set you apart in a dicey and challenging hiring market. As an employer, there are ways to bring together both the world of AI and inject humanity into your hiring process.

Collaborate with AI Experts

Ensure that your hiring process limits, as much as possible, any unforeseen barriers. Consider partnering with internal or external AI experts to ensure your AI systems are ethical, unbiased, and inclusive. These consultants should have a good understanding of the AI legal landscape given the realm's evolving nature. This collaboration can help bridge data gaps and improve the accuracy of your AI-driven hiring processes all while keeping you and your organization legally safe.

Implement Ethical AI Guidelines

Consider developing and adhering to ethical AI guidelines which prioritize fairness, transparency, and inclusivity in your recruitment processes. Regularly review and update these guidelines to align with evolving best practices. Guidelines can include restrictions on the way personal information is introduced in AI platforms.

Indeed has guidelines that it has shared widely to ensure its employees understand how AI is used in its products and within the company.

Diversity and Inclusion Initiatives

If you’re ahead of the game on AI, embrace diversity and inclusion initiatives by actively seeking diverse talent and incorporating multiple perspectives into the AI training process. AI algorithms are only as good as the data that is inputted. Work with affinity groups within your organization who can offer some guidance on how to make your job postings and hiring decisions more inclusive. It can help mitigate bias and promote a more equitable workforce. Reassure candidates of your commitment to a diverse and inclusive workforce by showcasing your DEIB efforts on your company page. 

Continuous Monitoring

Don’t let AI run unchecked. Continuously monitor the performance of your AI systems, analyzing their impact on hiring outcomes. Regularly review and refine your AI algorithms to ensure fairness and accuracy. You may also consider working with trusted third-party AI suppliers who can run a data audit.

Have the last say

AI is only a tool. All decisions should be made by humans. From hiring to selecting candidates, ensure you or other HR leads have the last say and decision. Job seekers will thank you for it. 

The H in HR is human

Employers, you hold the key to shaping a future where AI complements human efforts in hiring. To address job seekers’ concerns, consider partnering with AI experts, implementing ethical AI guidelines, and prioritizing diversity and inclusion initiatives. Remember, a human should be at the other end of the decision-making process. 

By striking a balance between AI-driven efficiency and the human touch, you can build a hiring process that is fair, transparent, and responsive to job seekers' evolving needs. In doing so, you will attract top talent and contribute to a more inclusive and equitable workforce for the future.