Artificial Intelligence is present in every aspect of our lives – from getting directions to a destination to receiving music recommendations based on our past behaviour. AI is everywhere, even in the interview room. AI in hiring is now crafting personalized career journeys, ensuring the right talent meets the right opportunity.

Artificial Intelligence is defined as “a system’s ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation,” AI has a significant and widely acknowledged impact on businesses and society.

Thanks to AI, there has also been a change in the way people interact with technology at work, and this is changing the role that HR plays in attracting and retaining talent. Recent developments in Human Resources technology have shown the use of AI for various recruitment functions, including chatbots for job seeker assistance, automated CV screening to choose the best-suited profiles, and automation of the entire process by reducing the error of human bias.

While traditional recruitment methods have long dominated the landscape, the adoption of AI/ML-based HR services has been steadily accelerating in recent years. A 2019 report on the State of AI in Talent Acquisition further reinforced this trend, highlighting its potential to significantly increase both the quality and efficiency of hiring

Sure AI makes everything quicker and more efficient, but why are organisations willing to forgo tried-and-true ability tests and psychometric assessments in favour of something far more expensive and complex?

Traditional Assessments vs AI in Hiring

In today’s technologically advanced environment, trying to portray your procedures as “manual” or “conventional” may give the impression that you are out of date. Here’s how AI in hiring is helping organisations not just with quicker, but also “better” talent identification –

Bias-free Hiring

AI in Hiring makes it bias-free!

Studies show that AI-powered systems are designed to prevent discriminatory practices or unconscious biases such as age, gender, race, or the like. Algorithms used in AI capture the applicant’s characteristics to construct a profile that predicts if the job applicant has the required competencies and expertise irrespective of age, gender, ethnicity, and race, thus fundamentally changing recruiting efforts and creating diverse and vibrant workplaces.

Effective Data Gathering

One of the most common issues with cognitive ability tests is their ambiguity. While test results do show an individual’s level of ability and how well they solve problems, they do not reveal the individual’s actual cognitive strategy, or how they’re performing certain tasks. Two individuals can use very different cognitive approaches and still achieve the same test score (Kunda, 2019).

Using AI in assessments can help access an infinitely large database of data points, which traditional ability assessments can’t measure.

For example, imagine an AI-powered assessment platform as a digital detective. It gathers clues from every move, decision, and action, piecing together a comprehensive profile of the candidate’s thought process and skills. This goes far beyond just checking if they got the answer right or wrong, providing valuable insights for recruiters.

Good Predictive Validity

In psychometrics, predictive validity tells us how accurately a test score forecasts future performance. For example, how well a cognitive test aligns with supervisor ratings for job performance. In simple terms, it shows if one measure can predict the other.

AI-powered assessment tools, when based on strong evidence, can effectively predict key factors like job performance and productivity in potential hires. This valuable insight helps organizations build stronger talent pipelines.

Improves Candidate Experience

AI in Hiring improves Candidate Experience

If we had to choose between answering a list of questions on the age of a man’s brother’s relative’s uncle – and playing a game in which we have to observe a set of patterns, we’d choose the latter – because they’re more interactive, and we don’t perceive games as effort-consuming.

Conversational AI today is being used extensively to leverage candidate experience, especially in the initial application screening process. In the People Matters HR Tech event of 2022, HR experts stated that organisations are increasingly using AI in assessments to immediate, in-depth feedback about candidates. This makes the hiring process even faster and easier.

Challenges to Implementing AI in Hiring Assessments

Using AI in Assessments is, no doubt, a heavy investment for organisations. However, a surge in the number of AI-powered assessment tools that promise effective personnel selection has made HR tech even more accessible and easy to implement.

One of the most publicly debated issues in using AI for hiring has been the privacy of job applicants in this automated process. With AI and ‘big data’, organisations today will have even greater access to candidates’ personal information and attributes. This means it is now the duty of organisations using AI in hiring to ensure the candidate’s privacy rights are protected at all times.

The game is changing. AI is transforming hiring, helping you find the perfect fit from a sea of applicants.

PerspectAI’s game-based assessments, powered by AI, predict job success with fun, engaging games. This lets you build a strong, healthy talent pipeline for your organization.

Ready to use AI in hiring your next best potential? Schedule a call with our team and discover how PerspectAI can help you hire the best talent.

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Sharanya is a People Science Associate at PerspectAI. HR Tech and the future of AI intrigue her, and she loves reading up! On other days, you can find her enjoying music gigs or concerts.

Author Sharanya

Sharanya is a People Science Associate at PerspectAI. HR Tech and the future of AI intrigue her, and she loves reading up! On other days, you can find her enjoying music gigs or concerts.

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