Humans vs. Machines Artificial Intelligence in Recruiting: Beyond the Hype, Unveiling the Real-World Impact

Abstract

Artificial Intelligence (AI) reimagined the Google search and how information is accessed daily. With vast processing times and the ability to digest large amounts of information at lightning speed, AI also can recognize patterns and commands, making information more relevant and useful for the end user. AI has a promising future when strategically placed within certain functions that may tremendously benefit from its skills, ultimately shaping business professionals to rethink approaches to solving complex business problems and determining how and where there may be strategic opportunities to reduce human capital with machines. Given the excitement of newly AI‐released capabilities like ChatGPT, questions have been raised around the validity of AI and if it is ethical, especially when used in a sensitive environment like talent recruiting. The hype associated with AI has led to the assumption that it will do what it is told, and marketed as an asset that can be used anywhere. Not only does the hype of AI concern the recruiting world, but it also manifests a much bigger long‐term concern for liability. This paper focuses on the use of AI in recruiting. On the surface, AI offers a lot of benefits to organizations, but many lack the knowledge and understanding of how it works. Therefore, I surveyed recruiters and managers to learn more about their dependency of AI for hiring decisions, especially when leveraging applicant tracking systems (ATS). Followed by a technical white paper, I evaluated the hype around AI in recruitment and determine best practices for companies to follow when considering implementing into this function. These technicalities include how and if AI should be used in a recruiting function.