3 Ways Diversity Recruiting Gets a Boost from AI!
Growing up, I watched the TV show, The Jetsons, which, at the time, I saw as just an old cartoon entertaining us with flying cars, robot housekeepers, flat-screen TVs, smart homes, video calls, drones, and automatic vacuums. As I reminisced about my past and thought about the present, I asked myself, can the HR community embrace artificial intelligence (AI)? Specifically, can AI be used in recruiting to ensure diverse candidate pools? I believe the answer is yes. Here are three ways AI tools can be used to mitigate bias in the hiring processes for diversity recruiting:
Prevent Unconscious Bias
Reduce Job Description Bias
Identify Top Candidates
Prevent Unconscious Bias
AI tools can remove identifying information like names, genders, and ethnicities from resumes to prevent unconscious biases. Techniques include replacing or removing sensitive information with generic information, such as replacing a name with “Candidate A” wording or removing a candidate’s name entirely. Using these techniques helps ensure that candidates can be evaluated based solely on their qualifications, skills, and experience rather than on their names, genders, or ethnicities improving your overall diversity recruiting.
Reduce Job Description Bias
Analyze job descriptions with AI editing tools to identify and eliminate biased language. Biased language may deter some demographics from even applying. AI tools can ensure neutral and inclusive language in the job description. AI algorithms such as Natural Language Processing (NLP) can be employed to analyze the text of job descriptions. These algorithms can detect patterns in language that might indicate bias towards specific demographics, such as gender, age, or ethnicity.
Identify Top Candidates
AI-enabled assessment tools such as resume screening can quickly scan through applications or resumes to identify candidates whose qualifications closely match the job requirements by analyzing keywords, experience levels, and other factors. This screening helps mitigate unconscious bias by primarily focusing on matching the qualifications and skills of candidates rather than demographic information.
Utilizing tools enhanced with AI features and algorithms will help ensure fairness and better diverse recruiting. Help identify any biases and discrimination unintentionally introduced throughout the recruitment process, which will ensure your organization is hiring the best candidate, based on experience and qualifications, creating a more inclusive organization.
Little did I know that the Jetsons were ahead of their time, predicting many things about the future that I can now see are perfectly accurate. The Jetsons were forward-thinking, and just like that, “the future of Artificial Intelligence is now!”
Contact us to learn more about how HRchitect can help your organization capitalize on AI functionality within recruiting applications.
About the Author
Gia Evans is a skilled Project Manager with over 17 years of experience in the Human Resources industry. She received her Bachelor of Science in Business Administration (Marketing) from Winthrop University in Rock Hill, South Carolina. Gia is in the process of expanding her skill set and working on obtaining a Change Management certification. In her free time, Gia enjoys traveling and working out.
Learn more about Gia on LinkedIn .
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