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12th November 2019

Study Finds 9 in 10 Job Seekers Don’t Trust Robot Recruiters

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A new study researched and authored by James Wright from the international executive search firm, Carmichael Fisher, in association with the West East Institute (WEI), has indicated that the traditional recruitment process needs to change – with 84% of candidates labelling the current procedure as ineffective.

Significantly, the study indicates positivity towards AI for its ability to lessen bias and improve diversity levels as part of the wider hiring process. The report outlines that the use of smart assessment tools such as gamification and video analysis technologies will deliver more objective assessments of candidates. It also found that AI will enable faster and fairer applications – reducing fallout rates and improving diversity.

However, when AI is used as part of the CV reading process there is aversion: 86 per cent of research participants stated that they would rather a human looked at their CV. Interestingly, most candidates said they would not want a business to make a hiring decision based on their CV alone. Both recruiters and candidates seem to agree that “the CV is dead”, although there is little consensus on what could replace it.

The study also asked whether the complete automation of the hiring process was favourable and 73% of respondents stated that it actively worsened their perception of a business. Considering automated job interviews, nine in 10 of the individuals asked agreed that they would rather a human interview them than a robot, again indicating that favourable attitudes exist towards human interaction.

When looking at the recruitment process and candidate perception of a business, a good culture came out on top – 79% of people surveyed considered this important. Four-fifths of respondents also stated that they would normally ask questions about the company in an interview. This further demonstrates the need for personal communication in hiring, particularly as top talent remains in the driving seat in a candidate-driven employment market.

Examining the use of AI in typical candidate selection processes, such as analysis of the CV and job interviews, the report’s aim was to identify the areas of hiring that were putting off candidates, as well as where AI could be better utilised.

Significantly, the study indicates positivity towards AI for its ability to lessen bias and improve diversity levels as part of the wider hiring process. The report outlines that the use of smart assessment tools such as gamification and video analysis technologies will deliver more objective assessments of candidates. It also found that AI will enable faster and fairer applications – reducing fallout rates and improving diversity.

However, when AI is used as part of the CV reading process there is aversion: 86% of research participants stated that they would rather a human looked at their CV. Interestingly, most candidates said they would not want a business to make a hiring decision based on their CV alone. Both recruiters and candidates seem to agree that “the CV is dead”, although there is little consensus on what could replace it.

The study also asked whether the complete automation of the hiring process was favourable and 73% of respondents stated that it actively worsened their perception of a business.

Considering automated job interviews, 9 in 10 of the individuals asked agreed that they would rather a human interview them than a robot, again indicating that favourable attitudes exist towards human interaction.

When looking at the recruitment process and candidate perception of a business, a good culture came out on top – 79% of people surveyed considered this important. Four-fifths of respondents also stated that they would normally ask questions about the company in an interview. This further demonstrates the need for personal communication in hiring, particularly as top talent remains in the driving seat in a candidate-driven employment market.