Artificial intelligence (AI) has revolutionized how we recruit and select talent. HR and hiring managers are no longer just recruiters. They are strategic supervisors of the whole AI ecosystem. The new challenge is to lead responsibly, ensuring that technology enhances rather than replaces human judgment.
The Big Question
In our recent publication in the Journal of Hospitality & Tourism Research, “Staying ahead: A critical assessment of the GenAI-assisted hiring process using the OECD AI Principles,” my coauthors Drs. Ning-Kuang Chuang, Yung-Kuei Huang, and I address the following question:
How can hospitality and tourism (H&T) firms remain competitive, relevant, and compliant with the global AI standards (e.g., the OECD AI Principles)?
How HR and Hiring Managers Lead AI-Assisted Hiring Responsibly
AI has significantly improved hiring efficiency, from automating job postings and resume screening to scheduling and conducting job interviews and drafting job offers. However, efficiency also brings new ethical concerns and operational responsibilities. Hiring managers must maintain human oversight and align their practices with the OECD’s five principles for trustworthy AI: fairness, transparency, accountability, safety, and social well-being.
While we strongly encourage hiring managers to embrace new technologies, we also provide specific recommendations to help H&T organizations and their hiring managers stay ahead in the still-evolving AI-assisted hiring process:
- Accept job applications and resumes – Regularly monitor and update AI-powered job portals to ensure cybersecurity and accessibility. Maintain transparent and timely communication with candidates, and use real-time AI insights for improvements.
- Screen applications and resumes – Continuously check the validity and fairness of AI screening tools. Compare AI outputs with human evaluations to maintain accuracy, and document these reviews for compliance and legal defense.
- Conduct and rate job interview(s) – Disclose how AI evaluates candidates and offer guidelines and feedback to ensure fairness. Establish clear links between AI-generated interview measures and the skills required for each job, and routinely assess the validity of AI interview analyses.
- Administer and evaluate assessments if needed – Confirmed that AI assessments measure job-relevant skills and are fair across demographic groups. Track performance outcomes over time to identify improvements.
- Perform background checks – Ensure that AI-generated candidate narratives are accurate and ethically sourced. Disclose the use of GenAI and allow candidates to respond to the AI-generated narratives about them. Balance the use of public data with privacy and fairness considerations.
- Extend a job offer – Use AI to benchmark wages and benefits while ensuring transparency in compensation decisions. Combine AI insights with human empathy to create personalized job offers.
Overall, leading with trustworthy AI means keeping the human touch at the center of the hiring process. While AI can accelerate and even make decisions, it is humans who define fairness, ensure compliance, and uphold the ethical standards.
Advice for Job Seekers
Reflecting on our critical assessment of how AI has revolutionized the hiring process and transformed HR functions, we also proposed a series of actionable recommendations for job seekers to help them navigate the still-evolving GenAI-assisted hiring process. Please stay tuned for my next highlight.
How can we ensure that AI remains an assistant, not a substitute, in hiring decisions? What governance systems can your organization build to promote fairness and transparency in AI-driven recruitment?
Note: The image is generated on ChatGPT.
We can ensure AI remains an assistant in hiring decisions by keeping human oversight as a priority. When it comes to the hiring decision process, AI can remain present throughout the process, but the amount of human evaluations, oversight, review, and judgment should outweigh the amount of AI being performed. I believe the article said it best on what systems or tactics are used when promoting fairness and transparency in AI-driven recruitment by comparing AI outputs with human evaluations, and routinely assessing the validity of AI-interview analyses by cross-analyzing with multiple human perspectives, which also reduces the chance of AI biases going unnoticed.
ReplyDeleteIt has become clear that AI is continuing to transform the way companies conduct their hiring processes. AI has proven to be extremely useful in the workplace, making the jobs of employees that much easier, however, it is important to not rely on this technology. While yes AI can analyze resumes faster, applications should also be put through human review before any final decisions are made ensuring there is no unfairness with the applicant selection. I completely agree with the article emphasizing that AI is there to help not to replace the human touch especially in the hospitality industry where human interactions are so important. To keep the core of human touch strong it is crucial for staff to understand that AI is a tool and not there as a substitute for their jobs.
ReplyDeleteAs AI continues to change the way companies do things, AI should be kept as an assistant instead of replacing people. Final decisions should always be made by humans because they bring a variety of characteristics, such as empathy and fairness, that AI cannot replicate. Humans can also tell if the candidate is a good selection by knowing if they will fit in with their team's culture, not just their resume or data collected by AI. To ensure that hiring stays fair and honest, companies should require people to double-check AI's results and explain how AI works in the hiring process. The AI tools they are using should also be regularly checked for bias or mistakes to keep everything fair and accurate.
ReplyDeleteAs AI continues to revolutionize our world and also continues to improve itself, many companies and businesses are starting to use AI to help lift the load that their employees need to do. This post by Linchi Kwok has shown us one of the biggest uses that companies and businesses can do with AI and how it can save up some time when looking over applications and see if any of them are worthy of hiring and also being able to send them a message telling them they are interested in them. It was also stated that AI can also post job offers online and regularly update any requirements and if the position is still open or if it's closed.
ReplyDeleteAlexander Michel
This article stresses the importance of AI use as an assistant rather than a substitute in the hiring process. Maintaining the human touch is an essential and irreplaceable part of the process. To ensure fairness and transparency, governance systems need to mandate human oversight through consistent double-checking and cross-analyzing of AI outputs with human evaluations. It is also necessary to audit tools for mistakes and biases while also communicating the role of AI to candidates. Companies that take care to do these things can ensure that hiring practices remain ethical and supplemental rather than detrimental to the hiring process from both the employer and applicant perspectives.
ReplyDeleteI agree that AI has transformed the hiring process by making tasks like resume screening and scheduling interviews much faster. However, it should never replace human judgment. Human oversight is essential to ensure fairness, accuracy, and transparency. Comparing AI outputs with human evaluations and reviewing decisions from multiple perspectives helps reduce bias and maintain ethical standards. AI should be treated as a tool to assist hiring managers, not as a substitute for their judgment. This approach also preserves the human touch, which is especially important in industries like hospitality where personal interactions matter. By combining AI efficiency with human insight, organizations can create a more fair, effective, and inclusive hiring process that benefits both the company and applicants.
ReplyDeleteLeah Little ^^
DeleteThis article really helped me understand how important it is to keep humans involved in AI-assisted hiring. AI can save time with screening and scheduling, but it should only support the process, not control it. To make sure AI stays an assistant, companies should regularly check whether the tools are fair, explain to applicants how AI is being used, and always have a human review the final decisions. Creating a small team from HR, IT, and legal to oversee AI tools can also help keep things transparent and fair. With the right controls, AI can improve hiring without losing the human touch.
ReplyDeleteAI has become such a powerful resource that has revolutionized the HR department with how much simpler the hiring process has become because of it. However, the core of Human Resources is the "Human application" that is involved with this department, the idea that one is making decisions from a human perspective. So, in order for AI to be an assistant rather than a substitute for human interactions, it is good to understand that AI is a tool that flushes out the bias in recruitment rather than having it do everything by itself. Just like how we want our efforts to be seen by others, having AI scan through your application and reject you without any other factors from human interaction isn't ideal and reduces the core concepts of "Human Resources" from being Human. Therefore, it is important to recognize AI as a tool and an entity that can help the recruitment process rather than allowing it to make every decision regarding it.
ReplyDelete- Justin Lou
DeleteWhat stood out to me was the emphasis on HR being proactive instead of waiting for a crisis to get worse. Building a cross-functional team ahead of time makes sense because everyone brings a different perspective. I also liked the reminder that supporting employee mental health is just as important as fixing operational issues. My question is how smaller companies are supposed to do this if they don’t have a big HR department. Do they simplify the plan or assign multiple roles to the same people? I’m curious how realistic that is in practice.
ReplyDeleteI found this article interesting due to the nature of how A.I works and how much it can benefit the hiring process of employers. The ability for a program to help screen applicants, conduct job interviews, perform background checks, and even send out job offers is very interesting. The way that this would expedite job screening for larger companies is interesting as it is essentially impossible for humans to screen the amount of applications that a large business may receive. The only question that I would have is how these programs can effectively differentiate between good candidates that might not have the best resume but have good experience compared to the people that might be mediocre but have a good resume for an A.I. specifically. - Benjamin Liu
ReplyDeleteAI is definitely making hiring smoother but it still needs human oversight especially in industries like hospitality where people skills matter a lot. I’m glad your article highlights fairness and transparency since those often get overlooked. Honestly, with finals around the corner and everyone juggling tech tools everywhere I can see why students even look for do my exam for me services just to keep up. The workload today is wild.
ReplyDelete