by Tara E. l January 19, 2025
AI in hiring is becoming a thing, believe it or not! Recently, I came across an intriguing post by a job candidate who implicated a healthcare organization in its use of AI hiring and its screening practices for potential job candidates. She complained that despite her perceived qualifications for various positions with the organization, each time she applied, she received communication within one business day from the organization that she did not qualify for the role but that she was encouraged to continue applying for positions. She suggested that the company was using AI or artificial intelligence to screen candidates and that, based on the details present in the resume, the company’s AI technology was practicing ageism as she was a woman of a particular age.
The organization responded to the would-be job candidate’s post, admitting that while the company did use AI in its screening of potential job candidates, it was not being ageist. Interestingly enough, several other would-be job candidates of similar ages weighed into the thread on LinkedIn and shared experiences that aligned closely with the original complainant’s experience. Is it possible? Are we now dealing with ageist AI?
Artificial Intelligence (AI) is changing the way companies hire new employees. You’ve probably heard stories about how AI can make hiring faster and easier. But is this technology creating new challenges, like unfair treatment of some job seekers? In this article, we’ll explore how AI is used in hiring, its advantages and disadvantages, and why fairness is so important.
What Is AI in Hiring?
AI is a technology that can perform tasks that usually require human thinking, like problem-solving or decision-making. In hiring, companies use AI to:
- Sort through resumes: AI can scan thousands of applications and pick out the ones that match the job requirements.
- Talk to candidates: AI-powered chatbots can answer questions and even schedule interviews.
- Analyze skills: AI can test your abilities through quizzes or games to see if you’re right for the job.
- Check video interviews: Some AI tools watch interviews and rate candidates based on their facial expressions, tone of voice, and word choice.
These tools are meant to make hiring faster and more efficient. But they aren’t perfect.
How AI Hiring Benefits Companies
Using AI in hiring offers some clear benefits for businesses. Here are a few:
1. Faster Hiring
Sorting through hundreds of applications can take days or weeks for humans. AI can do it in minutes. For big companies that get a lot of job applications, this can save a lot of time.
2. Saving Money
Hiring can be expensive. Recruiters, job ads, and interviews cost money, but by automating parts of the process, AI helps companies cut costs.
3. Fair Decisions (in Theory)
AI doesn’t have feelings, so it should not be biased. It should only focus on your skills, experience, and qualifications, not gender, race, or age.
4. Better Candidate Experience
AI chatbots can quickly answer questions, help with applications, and update candidates. This makes the process smoother and less stressful for job seekers.
The Downsides of AI Hiring
Despite its benefits, AI also has some problems. Here’s why it’s not always a perfect solution:
1. Bias in the System
AI learns from data, and if that data is biased, the AI will be too. For example:
- If past hiring data shows a preference for younger employees, the AI might favor younger applicants.
- If job descriptions or training data use certain words, like “energetic” or “digital native,” it might exclude older candidates.
This creates a big problem, especially for people from diverse backgrounds.
2. Overlooking Good Candidates
AI looks for specific keywords or skills in resumes. If your resume doesn’t have the exact words the AI is looking for, you might get rejected—even if you’re qualified for the job. This can leave out great candidates who simply describe their experience differently.
3. Privacy Concerns
Some AI tools analyze video interviews, looking at your face, voice, and even how you sit or smile. This can feel invasive and uncomfortable. Many people worry about how their data is being used or if it’s being stored securely.
4. Too Much Dependence on Technology
Relying too heavily on AI means companies might miss important qualities like creativity, emotional intelligence, or problem-solving skills. These are hard for AI to measure but are very important for many jobs.
Is AI Unfair to Older Workers?
One of the biggest concerns with AI in hiring is ageism—unfair treatment of older workers. AI can accidentally screen out older candidates for a few reasons:
- It might prefer recent graduation dates, assuming older degrees are less valuable.
- It might favor “trendy” skills or technologies that younger workers are more likely to list.
- Predictive tools might label older candidates as less “adaptable” based on stereotypes.
This can lead to qualified older workers being unfairly excluded, even when they have the experience and skills needed for the job.
How to Make AI Hiring Tools Fair
AI isn’t going away, but we can make it better. Here’s how companies can ensure fairness and avoid bias:
1. Use Better Training Data
AI needs to learn from data that represents everyone. This means including people of all ages, races, genders, and backgrounds in the data used to train the AI.
2. Check for Bias
Companies should test their AI tools regularly to see if they’re making biased decisions. If they find a problem, they should fix it right away.
3. Combine AI with Human Judgment
AI is a tool, not a replacement for humans. Recruiters should still review applications and meet with candidates to make sure no one is unfairly excluded.
4. Write Inclusive Job Descriptions
Job descriptions should use neutral language that welcomes everyone. For example, instead of saying “recent graduate,” companies could say, “entry-level opportunity.”
5. Be Transparent
Companies should tell job seekers how AI is used in the hiring process and let them know what kind of data is being collected. This builds trust and reduces anxiety.
Tips for Job Seekers
If you’re applying for a job and know the company uses AI, here’s how to improve your chances:
1. Optimize Your Resume
- Use keywords from the job description. If it says “team leadership” or “project management,” make sure those words appear in your resume.
- Keep your formatting simple. Fancy designs can confuse AI systems.
2. Practice for Video Interviews
If the company uses AI to analyze interviews:
- Practice speaking clearly and confidently.
- Look directly at the camera and maintain good posture.
3. Highlight Transferable Skills
Even if you don’t meet every requirement, show how your past experience makes you a good fit. Use examples to prove you can learn quickly.
The Future of AI in Hiring
AI will likely play an even bigger role in hiring in the future. New technologies are being developed to make it smarter and less biased. For example:
- Explainable AI: Tools that show how decisions take place so that recruiters can spot and fix problems.
- More Personalized Assessments: AI systems that focus on your unique strengths rather than just comparing you to others.
But no matter how advanced AI becomes, companies must balance technology with human judgment. After all, hiring is about finding the right people—not just the right keywords.
Conclusion
AI has the power to make hiring faster, easier, and more efficient. But it’s not perfect. It can amplify biases, overlook good candidates, and raise privacy concerns. For companies, the key is to use AI responsibly—testing for fairness, combining it with human judgment, and being transparent with job seekers.
For job seekers, understanding how AI works can help you better prepare for the hiring process. You can increase your chances of standing out by tailoring your resume, practicing for interviews, and showcasing your unique skills.
At the end of the day, AI is just a tool. It’s up to all of us—employers and employees alike—to ensure it’s use remains fair, inclusive, and empowering.
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