More than half of workers are concerned about AI candidate screening

Even if we haven’t noticed it yet, AI is impacting several aspects of our lives. From our social media timelines to the way we shop online, AI is busy in the background, learning what makes us tick. 

It makes sense, then, that some companies are turning to AI to help them screen candidates before inviting them to interview. CV screening isn’t new - keyword filters have been in place for years, automatically placing applicants that don’t list certain skills, qualifications or experience firmly in the ‘No’ pile.



This method has its flaws - for one, you could be rejecting an exceptional candidate without ever reading their CV. 

Enter: AI candidate screening. Much savvier, and able to quickly sort candidates by relevance to the job profile. AI screening tools can assess CVs, conduct tests and even perform background checks with no input required from the prospective employer.
 

Candidate concerns about AI

Although AI candidate screening has many advantages, it is causing some concern amongst candidates.

According to our research, 53% of employees would be cautious about accepting a role if they learned AI was involved in the interview shortlisting process. 

There are several possible reasons, including the risk of AI bias. In the past, we have seen instances of AI prejudice as the result of developer bias.

Female candidates are 10% more likely to be apprehensive about AI shortlisting, while Gen Z, who favour transparency in their work environment, are slightly more cautious than those over the age of 45.
 

Not everyone is concerned about AI candidate screening

41% of candidates would not mind if AI was involved in shortlisting. This indicates that for much of the population is trusting of AI, and not concerned about the possibility of bias. 

Of those surveyed, only 6% would outright reject a job offer if they learned AI candidate screening was involved. For most candidates, the end goal is securing the job. Although they might have reservations about AI, its use would be unlikely to deter them from accepting a job offer.
 

Should you use AI candidate screening?

Although we’re seeing a significant number of candidates that are concerned about AI, the number of people who would reject a role where AI was involved in the hiring process is minimal. 

For that reason, employers should feel confident to use AI tools if they wish to do so.

To alleviate candidate concerns, it’s a good idea to clearly explain where AI use is involved, why you’re using it and how it could impact candidates. You may also wish to discuss AI bias with your candidate screening supplier, and decide for yourself whether they’re doing enough to avoid discrimination in the hiring process.

Lastly, it's important not to forget the human element. While AI speeds up the screening process, you still need a nuanced understanding of a candidate’s work background to gauge whether they would be a good fit for your team. If you rely solely on AI, you could miss out on a talented employee.
 

Finding the right candidates

We explain more about efficient screening and interview processes in our free guide, The Art of the Interview. There, you’ll find our 10-step interview checklist with guidance on pre and post interview actions. Plus learn new surprising insights into candidates’ changing expectations.

Download the guide here.


This research was commissioned by Eden Scott and conducted by Censuswide with 1000 General Workers in the UK, aged 16+ between 22.09.23 to 25.09.23. Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles and are members of The British Polling Council.