Informing candidates that AI plays a role in the recruitment process can enhance the company’s reputation as a trustworthy and ethically responsible workplace. Many candidates appreciate transparency and want to understand how their applications are assessed. AI can be used, for instance, to screen resumes or analyze responses in video interviews. When companies are open about this, it fosters trust and demonstrates that the process is fair and data-driven. Additionally, transparency can address potential concerns about bias in AI systems and show that the company actively monitors its technology to ensure fairness.
Companies like Hubert.ai and HireVue emphasize how their AI tools contribute to fair and data-driven recruitment. They highlight AI’s ability to eliminate human biases and make better decisions based on data. By disclosing the role of AI from the outset, companies signal their commitment to ethical standards and compliance with regulations, such as the upcoming EU AI Act. (Learn more about the EU AI Act here.)
On the flip side, candidates may feel uneasy or skeptical upon learning that AI is used to make decisions. Some may fear their unique qualities will be overlooked in an automated process or worry that AI systems are unreliable. For HR professionals, explaining precisely how AI is used and its impact on decision-making can add another layer of complexity. If the HR team does not fully understand the technology, this can further complicate communication with candidates.
Despite the many benefits of using AI, challenges can arise. Some candidates may distrust an algorithm playing a significant role in their hiring process, fearing their individual strengths will not be recognized or that AI systems might be flawed. Additionally, HR departments might find it burdensome to explain the technology in detail and address questions about its application.
To avoid misunderstandings, HR teams must be well-informed and able to communicate clearly about how AI is used and how it is combined with human evaluation. In some cases, it may be necessary to clarify that AI is merely a tool for faster and more objective assessments, with final decisions still made by people.
With new regulations like the AI Act on the horizon and increasing pressure on companies to act ethically, it is evident that transparency about AI use in recruitment is becoming an expectation. Disclosing AI’s role can enhance the company’s reputation and reduce the risk of legal issues or mistrust among candidates.
If your company decides to be transparent about using AI in recruitment, developing a clear strategy for how this information is shared with candidates is crucial. Here are some practical steps to follow:
Example Job Posting with AI Transparency:
We use AI technology during the initial stages of the recruitment process to ensure a swift and objective evaluation of all applications. The AI tool is used to screen resumes and select candidates who meet the role’s requirements. However, all applications will be reviewed by our HR team, which makes the final decision.
This example shows how companies can balance technology use with human evaluation while building trust and addressing candidate concerns.
By following these steps, HR professionals can manage AI use transparently and effectively, enhancing the company’s reputation and building trust with candidates.
Sources:
Nordic HR People HQ
Otto Brandenburgs Vej 68
Copenhagen SV
Zip Code 2450
Denmark
CVR nr.: 43479385
