Webinar recap: Candidates using AI – Detect it, manage it, conquer it

The virtual room buzzed with anticipation. 62 attendees, a testament to the urgency of the topic, we’re ready to dissect the elephant in the recruitment room: Artificial Intelligence. 

Mark Lennox, co-founder of IHR, kicked off the webinar, setting the stage for a crucial discussion on how AI is reshaping the hiring landscape, not just for recruiters, but for the candidates they seek.

The questions were pointed, reflecting the anxieties of a profession grappling with rapid change: How do we spot AI-generated CVs? How do we maintain fairness in an AI-driven world? And, perhaps most importantly, how do we navigate the ethical minefield that AI presents?

Enter Hayley Skivington, Head of Product at Oleo. With a blend of expertise and relatable candor, she guided us through the intricate web of AI in recruitment. 

Her mission: to demystify, not demonise.

The Candidate’s New Toolkit: AI at Their Fingertips

Let’s be honest, candidates are no longer confined to traditional methods. Tools like KickResume and countless others are empowering them to craft perfect applications, tailor CVs with surgical precision, and even prepare for interviews with AI-driven insights. This isn’t just a trend; it’s a paradigm shift.

“Candidates really are starting to use AI in ways that we never imagined,” Hayley acknowledged, highlighting the need for recruiters to understand these tools to stay ahead.

The Authenticity Conundrum: Instagram vs. Reality

But here’s the catch: AI can create a flawless façade, obscuring the candidate’s true self. How do we ensure authenticity remains the cornerstone of the hiring process?

Hayley’s answer was clear: clear, unambiguous guidance.

“Actively encouraging candidates to remain authentic in the hiring process is really key,” she emphasized. Setting clear boundaries on AI usage and providing resources to help candidates understand those boundaries is no longer a luxury; it’s a necessity.

Detection and Ethics: Walking a Tightrope

AI detection tools, while promising, are far from foolproof. False positives can lead to unfair disqualifications, a risk we simply can’t afford.

The solution? Human oversight.

“You need to utilize the same level of caution when you’re looking at using a detection tool as you are if you bring in any AI into your technology stack,” Hayley warned. The EU AI Act, with its risk-based approach, underscores the need for transparency and accountability.

Embracing the AI Revolution: The Good, the Bad, and the Ugly

AI offers undeniable benefits: increased efficiency, reduced bias, and enhanced candidate experiences. But we must also confront its limitations and navigate the ethical complexities.

Hayley’s message was a call to action:

Educate your hiring teams: Ensure they understand the nuances of AI usage.

Provide clear candidate guidance: Set clear expectations and boundaries.

Understand the tools candidates are using: Familiarize yourself with the AI landscape.

Stay informed about evolving regulations: Keep abreast of legal and ethical developments.

The Future of Hiring: A Collaborative Dance

The AI revolution is not a storm to be weathered, but a tide to be navigated. By embracing AI responsibly and ethically, we can create a fairer and more efficient recruitment landscape for everyone.

As the webinar concluded, one truth resonated: the future of hiring is a collaborative dance between human intuition and artificial intelligence. And as Hayley Skivington so aptly put it, “I genuinely think recruitment processes will be transformed. And I would say in the near future, as opposed to the distant future.”

The conversation has only just begun. Join the discussion, stay informed, and let’s shape the future of recruitment together.