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The Pitfalls of AI as a Hiring Manager & Job Seeker

CAUTION: AI Hazards Ahead

Artificial intelligence (AI) has a lot of potential to make your experience in the hiring process more efficient, both as a candidate and as a hiring manager (or recruiter). At the end of the day, though, AI is a machine, and a machine is only as good as the humans who built it. Keep these possible pitfalls in mind as you incorporate AI into your job search and/or hiring process.

Bias Amplification: AI algorithms are only as good as the data used in training. If training data contains biased data, the AI system can perpetuate those biases, which can lead to discrimination against certain groups of candidates. Watch for biased language in AI-generated job descriptions or in your resume and cover letter. For interviewers, ensure interview questions and interview guides are focused on skills and do not include any culturally-biased questions.

Over-Reliance on Technology: The job search and recruiting process is very tech-centric - from the way employers advertise to the way job seekers apply. Communications are done via email and video. While AI can make tedious tasks faster, over-reliance on the technology could remove the human element from hiring even further. If your company uses AI to review resumes, ensure that you’re not missing out on good candidates just because they don’t have the right title or keywords in their resume. If you’re applying for jobs, heavily customize AI-generated follow-up notes and thank you notes to ensure they are personal and in your voice. And keep networking - human connection is still the best way to find a job!

Mismatch with Company Culture: AI algorithms may be good at gauging how a candidate’s experience aligns with certain job requirements, but they will miss the human element of a candidate every time. Even if a candidate has done the job before, it takes a human to understand someone’s attitude, motivations, and compatibility with the company's values, ensuring they can integrate well into your company culture.

Inability to Adapt to Change: AI models require continuous monitoring and updating to remain effective, especially in dynamic environments where job requirements and market conditions change rapidly. Without updated data sources and training, AI-generated content may end up outdated, meaning you’ll have to do the work all over again yourself. Compare sources and use a variety of prompts to understand if the AI tool you’re using is updated.

Candidate Experience Issues: AI-driven recruitment processes might create a less personalized and engaging experience for candidates if not monitored by recruiters or hiring leaders. Without the human element, candidates can feel as though they are in a “black hole” or being forgotten, which can lead to frustration and disengagement, particularly among top talent who have other options available.

AI also brings concerns about data privacy, honesty in candidate profiles/resumes, and overall transparency in the hiring process, but if used appropriately, AI can make your hiring process and job search feel less burdensome. Remember that AI is a machine - if something seems off, it probably is - and there is no replacement for personal interaction in your search for your next team/teammate.

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