AI is already widely used in the recruitment process as a time-saving and finessing tool, but it cause problems on both sides.
FOR EMPLOYERS
Applicants can submit AI-generated CVs that can hide skill gaps or contain inaccuracies, resulting in wasted interview time or hiring someone who isn’t right for the role.
FOR EMPLOYEES
AI screening tools used to speed up the process may introduce hidden bias towards minority groups like the neurodivergent or applicants with English as a second language.
Here’s an employer’s checklist to avoiding AI-related recruitment disasters…
SHORTLISTING
Keep a human being in the loop with sampling
Use simple bias testing to sanity check the AI tool’s behaviour
Tell candidates you’re using AI tools in the process and what for
Let candidates know their right to request a human review
SELECTION
If using an AI detector declare this in your privacy notice
Ask candidates directly if they have used AI on their application
Add tasks completed under live conditions to your selection process
Add an honesty confirmation statement to offer letters
ONBOARDING
AI tools used to gather new starter info are considered a GDPR data processor
Know where that data is being hosted and how long it’s retained for
Find out how to get audit rights and how easy it is to delete data
Do a human check on AI drafted contracts for legal accuracy
Our team can offer advice and guidance on the use of AI in the workplace and help your organisation create and implement an AI policy.
Contact me today to book a free 30-minute consultation call to find out how we could help.
Employment solicitor supporting businesses and individuals with tailored employment law advice and HR solutions.
