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Job seekers' POV on the use of recruitment automation and AI, what research tells us.

Job seekers' POV on the use of recruitment automation and AI, what research tells us.

Job seekers' POV on the use of recruitment automation and AI, what research tells us.

Dec 4, 2023

In a world where efficiency is king, companies are turning to AI and recruitment automation tools to streamline their recruitment processes. From automating the initial screening of resumes and sending emails at each stage of the hiring process, to deploying chatbots for instant communication with candidates, these tools are transforming how companies find their next star employees.

These are all good news for companies that want to reduce costs and improve efficiency, but what effects does it have on job seekers? Do they feel better when they know they are being judged by automatic filters and AI? Or do they feel neglected, misjudged, and try not to apply for companies who follow such practices? Could this cause a negative feedback loop where less and less capable people apply to companies that use recruitment automation systems, causing them an increase in costs and hardship in finding suitable candidates, thus violating the main purpose of these tools?

These are the topics that were addressed in a research done on how job seekers view and accept the use of recruitment automation tools when they want to apply for a new job position. In this article, we have compiled the keynotes and highlights of this article for you. 

A new perspective on the effects of recruitment automation tools

As you know, the use of hiring automation tools and AI can x5 or x10 the output quality and quantity of your hiring team, but flip the script, and what's it like being on the other side of the AI revolution? 

For folks pounding the pavement for a new gig, AI can be a game-changer. It's like having a fast pass to your next job opportunity. No more getting lost in the shuffle; AI and automation could help your resume shine in the spotlight. But, it's not all smooth sailing. There's a bit of a trust issue brewing – candidates are tossing their info into a digital black hole and hoping for the best, all while wondering who else might be peeking at their data.

On one hand, it promises a faster, more objective selection process. On the other hand, it introduces a new layer of complexity to job hunting. Candidates now find themselves interacting with algorithms that determine their career prospects, often without fully understanding the rules of engagement. The personal touch of recruitment seems to be fading, replaced by an impersonal, albeit efficient, machine. The key here is, do the benefits outweigh the risks? 

Here’s what job seekers think about hiring automation and AI

Jessica Ochmann and Sven Laumer had a chat with 23 millennials who've been in the job-hunting trenches recently. They wanted to get the scoop on how these digital natives really feel about AI joining the hiring party. They used a fancy model called UTAUT2 – don't worry about the acronym; it's just a smart way to figure out why people say "yay" or "nay" to new tech.

The demographic composition of these job seekers is according to this chart:

Alright, here's the juicy stuff. When it comes to AI in hiring, job seekers are giving us some mixed vibes. Job seeker’s positive expectations are tempered by concerns over privacy and data security. The research highlights that:

  •  job seekers are acutely aware of the privacy risks associated with submitting personal information into an opaque digital system. 

  • Misinterpretation of Data, Over-Reliance on Algorithms, and AI bias are the other things that job seekers fear could cause not getting the position that they are qualified for.

  • They are also influenced by social factors, taking cues from peers and industry trends when forming their opinions about automated recruitment. 

So if the world's buzzing about AI, folks don't want to be left in the dust. If your pals are into it and you're used to asking your phone for weather updates, why not let AI help you find a job? Especially if it can prevent getting ghosted by employers due to the high number of applicants, and assures you that at least your resume is getting processed and seen by someone (or something!)

The primary allure of recruitment automation tools is their promise of a more efficient and impartial hiring process. Job seekers are particularly optimistic about the potential of AI to eliminate human biases, making the process fairer for all candidates. The research indicated that when job seekers believe that AI can deliver on these expectations, they are more likely to view the technology favorably. This performance expectancy is a strong predictor of their acceptance and addressing their hiring pain points.

Ease of use is another big deal. If AI can take the legwork out of applying for jobs, it's got a green light from job seekers. The study found that applicants greatly appreciate the simplification of the application process that AI can provide. Automated forms that pre-fill with information from a resume, algorithms that match candidates with suitable jobs, and AI-driven scheduling tools that arrange interviews without the back-and-forth emails are seen as major advantages. This convenience factor is a significant draw for job seekers who often navigate multiple applications and platforms.

The Conclusion

Again to put the findings in a nutshell, here are the advantages and disadvantages of using AI and hiring automation tools from the perspective of job seekers

The implications of this research are far-reaching for companies and recruiters. But one thing is clear: the massive wave of automation is going to envelop the recruitment industry as well. Yet, the designers of hiring automation processes must address the fears that job seekers have while facing these new tools, to both prevent backlash and improve the efficiency of these tools.

Tools such as Frankie which let the recruiters design their hiring process, automate actions, and create stages based on the needs of their company, and fine-tune them based on the job seekers' responses, become much more crucial here.

If you want to take a look and the original research by yourself, you can download it from here. (file: https://frankie.pro/pdf)

© 2023 Flexiana s.r.o. All rights reserved.

The best HRM software for managing your company's talents, performance and culture.

© 2023 Flexiana s.r.o. All rights reserved.

The best HRM software for managing your company's talents, performance and culture.

© 2023 Flexiana s.r.o. All rights reserved.