Artificial Intelligence (AI) has invaded a number of business functions, from finance to call centers and the technology is not lost on human resources. The hiring and recruiting process is evolving because of this technology. The pre-AI recruiting process is time consuming and arguably, not the most effective use of a recruiter’s time. The typical pre-AI recruiting lifecycle includes posting the open role to relevant job boards, reviewing the sometimes hundreds of resumes received to narrow down to a phone screen list and schedule interviews and debriefs with hiring managers as well as follow up conversations with the applicants.
Using AI to analyze video interviews is becoming more common, particularly for high volume placements. An interviewee logs in via their computer or smart phone and answers a set of standard questions. The technology then analyzes such things as facial expressions and gestures, rate of speech, voice tone, word choice and hesitation times and makes recommendations based on algorithms.
The tool is not free from bias. Any technology is only as good as the data and programming criteria that it uses. Humans are who developed the algorithms and input the data and humans can have unknown bias. Therefore, it is important that a diverse team of professionals design and implement the AI tool. The more data passing through the system, the more refined the tool’s “intelligence” becomes.
With new uses for technology comes new legal concerns. A recent Illinois bill is setting the stage for future legislation as it pertains to AI use in the interviewing process. The bill, passed by the Illinois Legislature and awaiting the Governor’s signature, requires employers to implement the following before an applicant participates in an AI interview.
- Disclose to applicants that the company uses AI to analyze video interviews, explain how AI works, and what the evaluation criteria will be.
- Obtain the applicant’s consent to the AI interview.
The bill also requires employers to limit the sharing of video interviews. Only those individuals with the expertise needed to assess job candidates should have access to the video interviews. And it requires the destruction of any video and backup copies at an applicant’s request within 30 days. The law will be changed and fine-tuned as the technology becomes more regularly used, but Illinois’ law is the first of its kind and we will undoubtedly start to see other states following suit.
As a human capital solution provider founded upon solutions in the IT realm and specializing in staffing and recruiting solutions, we serve as experts in this particular space. If you would like to learn more about the pros and cons of video interviewing, please reach out to us. Additionally, our robust pipeline of experienced AI developers can help you, as an employer, achieve your goals of integrating AI into your business operations to improve efficiencies.
Posted by Karen House