--- description: Learn how job seekers really feel about recruiters using AI in their hiring process. Discover ways to implement recruiting AI without scaring away top talent. image: https://gdm-localsites-assets-gfprod.imgix.net/images/capterra/og_logo-e5a8c001ed0bd1bb922639230fcea71a.png?auto=format%2Cenhance%2Ccompress title: Striking the right balance with AI in the hiring process --- # How to strike the right balance with AI in the hiring process Canonical: https://www.capterra.ca/blog/7189/how-to-strike-the-right-balance-with-ai-in-the-hiring-process Published on 2024-10-10 | Written by Brian Westfall. ![How to strike the right balance with AI in the hiring process](https://images.ctfassets.net/63bmaubptoky/7Hm1oMcBPw0AiRaFa5Fb60/05a1526b005ba8377f4b1be5bcf1aeba/CAP_-_US_-_Header_-_HR_s_Obsession_With_ChatGPT_Has_One_Major_Red_Flag_1200x630__1_.png) > AI can make recruiting and hiring efforts more efficient, but some job seekers warn they’ll walk away if processes become too AI-driven. ----- ## Article Content AI can make recruiting and hiring efforts more efficient, but some job seekers warn they’ll walk away if processes become too AI-driven. In this articleJob seekers aren’t as wary of recruiting AI as you might thinkAt the same time, job seekers say companies shouldn’t get carried away with AIHow to implement AI in the hiring process without upsetting applicantsImplementing AI in the hiring process requires a delicate touchEmployers are increasingly interested in leveraging artificial intelligence (AI) in recruiting software to help screen, evaluate, and hire talent. At the same time, there are concerns that job seekers will react negatively to AI handling what have historically been people-driven processes.On this front, we have good news. Capterra’s Job Seeker AI Survey of 250 Canadian job seekers reveals that a majority (55%) actually feel positive about employers using AI for recruiting purposes.\*However, with 36% of job seekers saying they are likely to turn down a job offer if a recruiting process relies too much on AI, it’s clear that recruiters must strike a careful balance when implementing AI for recruiting purposes to keep it human centered and avoid turning off top talent. Key insights50% of job seekers believe they have a better chance of being hired if AI is used in recruiting and hiring processes, and 62% believe AI is generally less biased than humans when evaluating job candidates.More job seekers feel comfortable rather than uncomfortable with employers using AI or automated software for six different recruiting processes (sourcing, screening interviews, skills assessments, evaluating/ranking candidates, ensuring equal opportunity, and making hiring decisions).A majority of job seekers are more likely to apply to a job if they have the option to talk to a human at any point in the application process (62%) and if the application states that all hiring decisions are made by humans (59%).Job seekers aren’t as wary of recruiting AI as you might thinkThe rapid growth of AI has already changed how numerous business processes are handled, from project management to customer service. And in HR, no process has been impacted more by AI than recruiting.Whether it’s using generative AI to quickly write job descriptions and summarize resumes, implementing an AI-powered chatbot to field applicant questions and perform initial screening interviews, or leveraging AI tools to sift through, grade, and rank potential job candidates, AI is already bearing fruit across the entire recruiting workflow.With 80% of recruiting technology vendors expected to embed AI capabilities into their offerings by 2027, if you don’t yet have access to AI features in your recruiting software stack, you likely will soon. \[1\] However, while AI has been a welcome addition for recruiters trying to find and hire top talent more efficiently, the prevailing narrative is that the talent themselves dislike it. Frustrated with being shut out of job opportunities by AI, some applicants have voiced their concerns to media outlets and even used their own AI tools to get past bots and automated filters. \[2\] If job seekers are too put off by AI, every productivity gain from implementing AI will be offset by applicants having a negative candidate experience and looking for a job elsewhere. Fortunately, our survey data reveals that fears over job seeker AI backlash are largely overblown. Instead of feeling shut out by AI, 50% of job seekers believe they have a better chance of being hired if AI is used in recruiting and hiring processes. Job seekers are also not as concerned about AI discrimination, with 62% believing AI is generally less biased than humans when evaluating job candidates.Our data reveals that some groups are more supportive of recruiting AI than others:Younger job seekers (ages 43 and younger) feel more positive about recruiting AI than older ones (ages 44 and older) (60% vs. 45%). Men feel more positive about recruiting AI than women (60% vs. 51%). Those with at least a master’s degree or equivalent level of education (72%) are more positive about recruiting AI than those with less university education (56%) or those without any university education (46%).Whether it’s driven by a growing familiarity with consumer AI tools, such as ChatGPT, or a growing frustration with how humans handle candidate evaluation and hiring, it’s clear there is a surprisingly positive sentiment toward recruiting AI among many job seekers.At the same time, job seekers say companies shouldn’t get carried away with AIWhile most job seekers don’t hold ill will toward recruiting processes that use AI, our data indicates there can still be consequences if employers rely too heavily on it.When asked what they would do if they felt an employer’s interview and application process relied too much on AI, job seekers say they are more likely to turn down a job offer from that employer than unlikely (36% vs. 29%).Surprisingly, it’s some of the job seekers that are the most positive about recruiting AI that are more likely to withdraw their candidacy if an employer takes its usage too far—suggesting familiarity with AI leads to a lower tolerance when it’s poorly implemented:Younger workers are more likely to not accept a job offer than older workers (41% vs. 28%).Those with at least a master’s degree or equivalent level of education (61%) are more likely to not accept a job offer than those with less university education (33%) or those without any university education (28%).The gender divide disappears here, however, as men and women are equally likely to turn down a job offer if too much AI is used (36% each).While those who tend to hire younger workers or those with higher education should be the most careful with any recruiting AI implementation, the reality is every employer needs to be mindful of how AI will affect their candidate experience. Go too far, and companies risk losing a significant portion of their applicant pool.How to implement AI in the hiring process without upsetting applicantsFor companies looking to dip their toes in the AI waters, recruiting represents one of the best areas to get started. Recruiting use cases for AI, such as chatbots, candidate matching, and career site optimization, represent likely wins combining high feasibility and business value. \[3\]Recruiters aren’t the only party affected by a recruiting AI implementation though. To avoid driving away top talent, here are some tips for how you can maintain a great candidate experience as you inject AI into your recruiting and hiring workflows.1. Avoid deploying all your AI recruiting tools at onceWhile it’s tempting with any new recruiting software to flip on every AI switch simultaneously, you’re better off rolling out AI one process at a time. Job applicants may be understanding if they hit one AI hitch while applying or interviewing for a job, but that patience will run out if they keep having AI interactions that are error-prone or feel depersonalized. Doing a staggered roll out, you can also take notes and learn from experiences as you move from one AI implementation to the next—ensuring a faster setup with less mistakes.When deciding which process to start with, we recommend prioritizing those that job applicants will be the most comfortable with. Out of six common recruiting processes that AI can be used for, job seekers in our survey say they are the most comfortable with AI being used to ensure equal hiring opportunity and administer skills assessments. 2. Make applicants aware of when and how you’re using recruiting AIThe Canadian government already requires businesses to disclose when AI is used to screen, assess, or select applicants for jobs. \[4\]Besides the legal obligation, divulging your AI use can also convince talented job seekers to apply. In our survey, 44% of job seekers say they are more likely to apply to a job if the job application clearly states when AI is used and what data is collected. Even more (59%) say they are more likely to apply if the application clearly states that all hiring decisions are made by humans.Treat your AI disclosure on your careers page or in the job application itself as an opportunity to explain how AI benefits the candidate—whether it’s reducing bias in the hiring process, or simply allowing your recruiting team to fully evaluate applicants more quickly.3. Allow applicants to opt out of chatbot conversationsThe more you can personalize the recruiting process to each candidate, the better experience they will have. So while some applicants may be fine interacting with an AI chatbot, it’s important to include an exit to talk to a recruiter for those that don’t prefer AI interactions. If given the option to talk to a human at any point in the application process, 62% of job seekers say they are more likely to apply to a job. In most chatbot platforms this won’t be a problem, as the option to reach a person is usually included in conversation mapping by default. Still, if you’re shopping for a chatbot, this is a good thing to ask about. Implementing AI in the hiring process requires a delicate touchOffering a realistic solution to more quickly and effectively find and hire the best job candidates, recruiters have plenty of reasons to be excited about AI. That being said, not all job candidates will share this enthusiasm. To avoid alienating top talent and risking harm to their employer brand, recruiters need to be thoughtful with any recruiting AI implementation to ensure that their candidate experience is still a positive one.Looking for an upgrade to your recruiting tech stack? You can read reviews and compare top-rated systems over on our recruiting software category page. ## Disclaimer > Survey methodology\*Capterra's Job Seeker AI Survey was conducted in July 2024 among 2,997 respondents in the U.S. (n: 250), Canada (n: 250), India (n: 250), Brazil (n: 250), Mexico (n: 250), the U.K. (n: 250), France (n: 247), Italy (n: 250), Germany (n: 250), Spain (n: 250), Australia (n: 250), and Japan (n: 250). The goal of the study was to to understand the factors in AI-driven recruiting processes, and how prevalent AI tool usage is among job seekers. Respondents were screened to be actively looking for a job. SourcesMarket Guide for Talent Acquisition (Recruiting) Technologies, Gartner (full research available to Gartner clients)Want a job? You'll have to convince our AI bot first, CBC NewsUse-Case Prism: Artificial Intelligence for HR, Gartner (full research available to Gartner clients)Bill 149, Working for Workers Four Act, 2024, Legislative Assembly of Ontario ## About the author ### Brian Westfall Brian Westfall was an associate principal analyst at Capterra, specializing in human resources with a focus on recruiting, talent management, and employee engagement. His research on the intersection of talent and technology has been featured in prominent publications like Canadian HR Reporter, HR Brew, La Presse and 98.5. ## Related Categories - [Applicant Tracking Software](https://www.capterra.ca/directory/30060/applicant-tracking/software) - [Attendance Tracking Software](https://www.capterra.ca/directory/30527/attendance-tracking/software) - [Benefits Administration Software](https://www.capterra.ca/directory/10025/benefits-administration/software) - [Talent Management Software](https://www.capterra.ca/directory/10029/talent-management/software) - [Workforce Management Software](https://www.capterra.ca/directory/30210/workforce-management/software) ## Related Articles - [What are OKRs and how can SMEs use them?](https://www.capterra.ca/blog/2741/what-are-okrs-how-can-smes-use-them) - [Mental health in the workplace: Do employees feel prioritized?](https://www.capterra.ca/blog/2597/mental-health-employee-resources) - [5 top online signature making software](https://www.capterra.ca/blog/2568/top-online-signature-making-software) - [Offboarding process: Checklist and best questions for exit interviews for employers](https://www.capterra.ca/blog/3532/offboarding-process-for-employers) - [The 5 top personnel management systems to manage your workforce in Canada](https://www.capterra.ca/blog/4265/personnel-management-systems) ## Links - [View on Capterra](https://www.capterra.ca/blog/7189/how-to-strike-the-right-balance-with-ai-in-the-hiring-process) - [Blog](https://www.capterra.ca/blog) - [Home](https://www.capterra.ca/) ----- ## Structured Data