HireVue, a pioneer and global leader in human potential intelligence, has announced the results of a new AI survey that asked 3,100 workers and 1,000 HR professionals in the U.S. and U.K. to share their perspectives on how AI is used in hiring. The responses demonstrate the changing perceptions about the fairness of AI tools, with 64% of candidates saying they are the same or better than humans at treating applicants fairly, and 67% of HR leaders sating AI is the same or better at finding well-qualified applicants.
It’s always been important for candidates to understand how they’re being evaluated in the hiring process, but the widespread use of AI-backed tools makes it even more critical that companies are transparent about how decisions are made,” says Dr. Lindsey Zuloaga, chief data analyst at HireVue. “Leaders who err on the side of clear explainability about how AI is used will reap the benefits of these new technologies without sacrificing applicant satisfaction or causing undue concern about fairness.”
Ensuring candidates are comfortable with AI in hiring is critical for companies that want to protect employer brand perceptions while also seeing efficiency and fairness benefits. In fact, 41% of leaders already using AI say they are more productive, and 70% of HR leaders say they are currently using or plan on using AI for hiring in the next year.
As more vendors rush to incorporate AI into their products, consumers need clear answers to questions about ethics, data authenticity, and regulation. An established record of legal compliance should be the deciding factor for businesses eager to unlock the benefits of new hiring technologies, and companies need to act fast with guidelines around their use. Approximately 42% of HR professionals report waiting for corporate guidelines to allow GenAI. However, 33% admit to implementing ChatGPT before getting corporate approval.
“Customers need to be wary of lofty promises from new AI vendors as startups rush to capitalize on the current hype led by generative AI. Hiring is a high-stakes domain, and talent teams should prioritize partnering with companies that validate their claims with audits and fairness documentation,” says Dr. Zuloaga. “Remember, these tools are remarkable, not magic. Be wary of anyone overpromising results without the ability to back up their claims.”
