AI Forces Recruiters to Go Analogue Due To Overload

copilot gemini chatgpt logo next to large stack of resume papers

copilot gemini chatgpt logo next to large stack of resume papers


  • A surge of unemployed tech workers and generative AI tools are leading to an overload of applications for recruiters.
  • Concerns include the volume of unqualified applicants, potential for AI bias, and the risk of missing out on top talent.
  • Some recruiters are embracing AI, while others are opting out entirely due to concerns about its maturity and potential for bias.

Recruiters are drowning in applications thanks to a surge of unemployed tech workers and the rise of generative AI tools that allow job seekers to bulk apply for positions. While AI promises to streamline the hiring process by automating tasks like resume screening and candidate outreach, it's causing frustration and headaches for many recruiters.

One major concern is the sheer volume of unqualified applicants. Platforms like LinkedIn's Easy Apply feature make it easy for anyone to apply for a job with a single click, leading to a flood of resumes that recruiters simply don't have time to wade through. Additionally, some job seekers are reportedly using AI to solve complex assessment tasks, further blurring the lines and wasting everyone's time.

Wired reports of 3,000 people having applied to one open data science vacancy at a US health tech company this year. The top candidates were given a lengthy and difficult task assessment, which very few passed, and yet many did, disclosing the open use of AI tools to generate answers.

Another worry is bias. AI hiring tools have been shown to discriminate against candidates based on factors like race, gender, and employment gaps. This not only leads to unfair hiring practices but also excludes qualified individuals from consideration.

While some recruiters are embracing AI and its potential to improve efficiency, others are opting out entirely. They worry that the technology isn't mature enough and that relying on AI could lead to them missing out on top talent.

Sim Bhatia, who manages hiring at Reality Defender, believes AI for applicant screening isn't ready yet. While it's tempting, she avoids these tools due to potential risks. She fears that data security for applicants and even current employees could be compromised.

For now, Bhatia sticks to traditional methods like reviewing resumes and phone interviews, though it's time-consuming for her growing company. Despite the drawbacks, she's open to AI's potential in the future but believes it needs further development before she'd trust it.

The future of AI in recruiting remains uncertain. While it offers potential benefits, there are significant hurdles to overcome before it becomes a reliable and trustworthy tool.

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