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?
Note: Both pictures of this post were generated by Copilot AI.
The fact of the matter as stated in the article is that we must adapt to how quickly AI is evolving. I think that while job seekers have now learned how to cheat the AI systems, it is not the start cheating hiring systems. Many people, while searching for jobs, edit their resumes and switch the wording of their previous jobs to verbiage the hiring company is known to like. Though that is viewed as not cheating, it is certainly a ground for those cheating to say the similarity between that and newer methods is uncanny. The danger now resides in the fact that there are constantly new ways to override how an AI hiring system functions to favor a person's resume. The solution to this is tricky to find, especially because it involves addressing unethical behaviors of people who do not even work at the company yet. Becoming more tech savvy is a skill that HR managers should take very seriously regarding this issue, through learning how to add tools to catch cheating they can better separate the legitimate candidates from the cheating ones. As this specific situation continues to evolve, I am curious as to how many more applicant cheating systems will be created. And better yet, will there ever be a way to fully eliminate this issue as technology continues to evolve ever rapidly?
ReplyDeleteChelsie Vasquez Salazar
Nov.11, 2024 3:54 PM
My main concern is how much employers are using AI within their hiring process, when they should be trying to meet with candidates as much as possible. In fact, they should disclose whether or not they are using an AI tool, but only if it is a major part of the process. An HR manager can use AI such as a plagiarism detector for the applications that are copied, however they can pursue candidates with maybe a phone call or various emails to make sure it is an actual person. They must develop the skill of knowing true from false. While AI can be used, they should keep their decisions genuine and logical to find the best candidates.
ReplyDeleteAs AI becomes increasingly integrated into the hiring process, it brings both efficiency and the potential for more objective candidate evaluations. Companies should prioritize transparency by disclosing the AI tools they utilize, as this can foster trust and help candidates better understand the evaluation process. HR managers must develop new competencies in managing AI-driven tools, which include interpreting AI-generated insights, ensuring these tools function as intended, and incorporating AI data with human judgment to make well-informed hiring decisions. Furthermore, HR professionals will need to stay abreast of advancements in AI and continuously refine their strategies to leverage these technologies' advantages fully.
ReplyDeleteAI in hiring can make the process faster, but it also raises concerns about bias and fairness. If job candidates adjust their resumes and answers to fit what AI looks for, it could make it harder to find the best candidates. While AI is useful, it might miss things that a human HR manager would notice. To prevent this, companies can add tools to detect cheating or manipulation, like plagiarism checks or invisible text in resumes. HR managers also need to learn how to use AI effectively and still focus on the human side of hiring. It’s also important for companies to be clear about the AI tools they use to build trust.
ReplyDeleteAI can streamline tasks like resume screening and interviewing, but concerns about bias, ethical dilemmas, and candidates exploiting AI systems persist. For instance, some job seekers use unethical methods, such as embedding job descriptions invisibly in resumes or relying on AI tools to manipulate their interview responses. To combat these issues, companies are advised to implement measures such as plagiarism detection, tools to identify invisible text, and methods to verify candidates' authenticity during interviews and assessments. Enhanced background checks and personalized, experience-based interview questions are also recommended, particularly for senior managerial roles.
ReplyDeleteWhile AI is expected to become more reliable and transformative, organizations and individuals must adapt to its evolution. The article ends with questions about transparency, ethical use, and the new skills HR professionals need as AI becomes integral to hiring.
As the use of AI in hiring becomes more widespread, it does make it easier to filter out the less than desirable employees. But a concern of mine is when this filter set up by AI is too strict. Many candidates could meet a majority of the qualifications set out by the company, but the AI could see 1 or 2 things missing and deem them as unacceptable. Even if these skills could be easily learned. Companies should disclose the fact they are using AI for the purpose of hiring, but should not reveal any specific information about the AI used. As stated in the article, if people knew the specifics behind the AI, this could lead to people cheating the AI. When AI does most of the work, HR managers must learn if the candidate is being helped in any way. They must learn to see if the candidate's eyes move to the side when they speak, as this may be a sign of having an AI open in another window or screen.
ReplyDeleteYou make excellent points about AI in hiring, especially regarding biases and the potential for candidates to manipulate the system. To address these issues, companies should ensure their AI tools are regularly audited for fairness and incorporate detection measures, such as plagiarism checks and voice-enhancing app detection. Behavioral questions focused on real-life experiences can help assess authenticity. I also agree that transparency is crucial—companies should disclose the AI tools they use, fostering trust with candidates. As AI continues to evolve, HR professionals will need to adapt.
ReplyDeleteI like how this article raises important points about the growing use of AI in hiring and the potential challenges. While AI can streamline the process, concerns about bias, candidate manipulation, and “cheating” are valid. You offered very practical solutions, such as using plagiarism detection and adjusting interview practices, to minimize these issues. It's crucial for companies to balance AI’s efficiency with human judgment, ensuring that candidates are assessed fairly. The recommendations for more thorough background checks and personalized interviews are insightful. As AI continues to evolve, HR managers must adapt by developing new skills to maintain fairness and accuracy in hiring.
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