Forum: More transparency needed when AI is used in hiring process

As part of the hiring process, employers are increasingly using tools such as the Applicant Tracking System (ATS) to support and streamline their recruitment efforts.

Modern ATS leverages machine learning and artificial intelligence (AI) to improve its effectiveness.

While these technologies offer significant advantages, including efficiency and scalability, they also come with notable limitations.

One of the most impactful issues is the inherent biases in these systems.

Studies and anecdotal evidence suggest these systems often filter out a significant proportion of resumes that do not match specific criteria, which means potentially superior candidates might never be viewed by the hiring team.

This filtering affects job-seekers as it undermines fairness and transparency in the hiring process.

Candidates are often unaware that ATS is being used, and they have no way to verify whether the system’s results were fair. This lack of transparency and recourse is problematic, leading to frustration and distrust among job-seekers.

Given that a majority of multinational corporations and a good number of small and medium-sized enterprises use such systems in their hiring processes, it is imperative to improve transparency and accountability.

Employers should be required to declare that they are using ATS in their hiring process. This disclosure allows candidates to understand that their application will be processed by an automated system and set appropriate expectations.

Companies should undergo regular external audits of their ATS to ensure that the systems are fair and unbiased. Certification from these audits can serve as a mark of trustworthiness and commitment to fair hiring practices.

Candidates who are rejected by an ATS should have the right to request their scoring or the reasons for their rejection. This transparency allows candidates to understand and, if necessary, contest the reasons for their rejection.

By implementing such measures, the hiring landscape will be more equitable. 

Chong Ryh Huei