AI can streamline the hiring process, but concerns linger. For example, AI could perpetuate gender or racial biases in the hiring process, just like most human HR managers could do. Meanwhile, to increase the chances of being picked by AI, job candidates must prepare resumes and job interviews tailored to AI’s “preference.”
When more job candidates understand how to convince AI that they are the best candidates for the job, can AI still make valid recommendations to hire the best-fit candidate in the pool? Then, if AI makes a mix of valid and invalid recommendations for hiring, will HR managers find it more challenging to select the right candidate for the job? The situation can get even more complicated if a candidate cheats the AI hiring systems.
Cheat to bypass AI screening: Is it the cruelty of human nature?
Job candidates are eager to get hired. Career coaches want to help. That is a good thing. Nevertheless, I have seen many free online tutorial videos teaching job candidates how to cheat in hiring. Here are some common (bad) suggestions circulated online.
- Copy and paste the job descriptions of the vacant position into one’s resume.
- Use invisible text to embed the job descriptions of the vacant position in one’s resume.
- Manipulate voice or appearance.
- Use AI tools to generate answers to the interview questions, especially during a live or recorded virtual interview.
- Use AI tools to generate answers in an assessment test.
By all means, job candidates should avoid any of the above-mentioned unethical behaviors. Ultimately, the truth will come to light.
How can companies avoid hiring a “fake” with AI tools?
Not all challenges have a solution, but most of the above cheating tactics can be addressed. I recommend the following remedies for companies and HR managers who use AI in hiring, corresponding to the same numerical order of the above-mentioned common (bad) suggestions:
- Add plagiarism detection function to the AI resume-screening tool.
- Add an invisible text detection function to the AI resume-screening tool.
- Add detective tools to check if candidates use voice-enhancing apps or filters.
- Ask behavioral questions that are specific to the job candidates’ personal and job experiences and encourage them to answer the questions using real-life examples of their own.
- Move remote assessment tests to in-person and timed ones.
Besides those five measures, I strongly recommend that companies conduct a more thorough and in-depth background check on all candidates. For candidates applying for executive and senior managerial positions, I also recommend the following:
- Besides the traditional background check methods, ask AI about a managerial candidate’s work. It is uncommon for an organization’s senior manager or leader to have zero mention or footprint on the internet. So, an AI-generated report about top executives’ or senior managers’ job performance can also be used as a reference for the job candidate’s work.
- Prepare questions that are more specific to the job candidates’ work experience and leadership style during in-person interviews.
- Listen to the job candidates more.
- Observe the candidates’ non-verbal cues more carefully.
- Seek input about the potential hires from a broader audience.
AI is evolving every day; Everybody must adapt
AI, or technological tools in general, is designed to help us improve work efficiency and make our lives easier, but it is not perfect. I am hopeful that AI will become better and more reliable as it continues to evolve, and AI will bring revolutionary changes to how we work and live. Individuals and organizations must also continuously adapt to the new changes.
What concerns do you have when more HR managers use AI in hiring? Should companies disclose the AI tools they use in hiring? What new skills must HR managers acquire when AI will assist much of their work?
