Are HR Professionals Responsible for Hiring Biases Over AI?

2023-11-08 09:00:19

Are HR Managers Responsible for Hiring Biases, Not AI?

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More than half of HR managers in Europe admitted that they would be more inclined to hire candidates with a similar background to their own. Surprisingly, despite this bias, many HR managers are apprehensive about relying on AI tools for hiring.

The Concerns about AI Bias in Hiring

A recent report by Greenhouse Software, titled the EMEA HR Manager AI and Bias Pulse Report 2023, reveals that HR managers in Europe are worried about the trustworthiness of AI tools in the recruitment process.

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The report is based on a survey conducted among 1,700 HR managers in the UK, Ireland, and Germany. Out of the total respondents, almost half expressed that they do not fully trust AI hiring tools, and 34% believe that AI can introduce biases into various aspects of recruitment.

Unconscious Human Bias in Recruitment

While HR managers seem concerned about the negative impact of AI on hiring decisions, they fail to recognize the influence of their own biases. The survey highlights that over 68% of HR managers admitted that a candidate's educational background would sway their hiring choices. Furthermore, 53% of managers said they would prefer a candidate with a higher degree when choosing between two applicants. Along the same lines, 17% reported hiring exclusively from prestigious universities, indicating a clear preference for elite educational institutions.

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Interestingly, the survey also reveals that 40% of HR managers are worried that AI tools may further contribute to biases against historically underrepresented groups.

People, Not AI, Responsible for Hiring Biases

The findings of the report suggest that the real problem lies with the biases of HR managers rather than flaws in AI tools. If the creation of an AI tool is influenced by a biased HR manager, it is highly likely that the tool itself will be biased. It's no wonder that over half (56%) of the surveyed hiring managers admitted that they prefer hiring candidates who share a similar background to their own, greatly limiting diversity in the workforce.

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Colm O'Cuinneain, GM of EMEA at Greenhouse, emphasizes the importance of judging candidates based on their skills and capabilities rather than their educational privilege. He states, "Candidates should be judged on their skills and capabilities, rather than the privilege of having access to prestigious university educations and degrees that have no indication of whether a candidate will be successful in the role."

The Role of AI in Hiring Processes

The survey also sheds light on the AI tools that HR managers have adopted in their hiring processes. These include generative AI (59%), digital admin software (49%), resume filters (48%), digital one-way screening interviews (43%), candidate filtering (43%), and AI screening tools (40%).

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However, Henry Tsai, chief product officer at Greenhouse, cautions against relying solely on AI in the hiring process. He emphasizes that while efficiency is important, it should not come at the expense of fairness. AI should be viewed as an assistant, not a replacement for human judgment.

Final considerations, while many HR managers harbor concerns about AI biases, it is crucial for them to recognize and address their own biases that undermine the hiring process. By focusing on skills, capabilities, and diversity, HR managers can create a more equitable and inclusive workforce.

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