AI is no longer the future, it’s the present. There are just as many people in favour of it as there are afraid of its potential. And, its use is widespread across any industry you can think of, including recruitment. 

Much like other forms of technology, there are pros and cons. Before investing in the technology, it’s important to have an understanding of what it can and can’t do. So, our software recruiters in Toronto thought it’d be a good idea to have a conversation about the good, bad, and potentially scary applications of AI when hiring. 

software recruiters toronto hiring in the age of artificial intelligence


Hiring in the Age of AI – The Good

AI can be a highly effective tool to help hiring managers automate tedious tasks and improve the speed of the hiring process. Here are some of the benefits of using AI:

  • Greater efficiency: AI streamlines the hiring process by automating repetitive tasks, such as resume screening, candidate sourcing, and initial assessments. This reduces the time and effort to identify potential candidates, allowing you to focus on more strategic aspects of the hiring process.
  • Cost savings: Every company wants to cut costs. Automating parts of the hiring process can significantly reduce recruitment costs. AI tools can identify suitable candidates more quickly and minimize the risk of making costly hiring mistakes.
  • Data-driven insights: AI systems can analyze vast amounts of data to provide insights into the effectiveness of recruitment strategies and the performance of employees. This data-driven approach allows companies to continuously improve their hiring processes and make more informed decisions.
  • Improved candidate experience: AI can enhance the candidate experience by providing quicker responses and feedback. Chatbots and virtual assistants can answer candidate questions and guide them through the application process, making it more user-friendly and efficient.

Hiring in the Age of AI – The Bad 

With the good comes the bad. Many potential issues could arise when using AI for hiring. The key things to be concerned about are:

  • Data quality and reliability issue: AI relies on historical data for training. If the data used is incomplete, outdated, or biased, it can result in skewed outcomes. For example, if historical hiring decisions were biased, the AI system may learn and perpetuate those biases.
  • Potential privacy issues: Collecting and analyzing vast amounts of data on candidates can raise privacy concerns. Companies must ensure that candidate data is handled in compliance with relevant data protection laws.
  • Overreliance on technology: There’s a risk of organizations becoming overly reliant on AI systems, neglecting the importance of human judgment and intuition in the hiring process. AI should augment human decision-making, not replace it entirely.
  • Technical challenges: Implementing AI systems can be complex, and organizations may face technical challenges related to data integration, system compatibility, and ongoing maintenance.

Hiring in the Age of AI – The Potentially Scary 

Using AI as part of your hiring process does not come without risk. Here are some of the scary problems that could occur:

  • Losing applicants and missing out on talent: While technology offers valuable tools, it’s essential not to overlook the human element. Exceptional candidates may be deterred by the absence of a personal touch. Candidates might feel undervalued or misunderstood if their interactions are solely with AI throughout the hiring process.
  • AI can learn human biases: AI holds the promise of eradicating human biases, like gender preferences or favouring candidates from specific universities. However, AI relies on substantial data to assess resumes akin to human evaluators. Furthermore, it learns by observing repetitions of past behaviours. There exists a risk that it may inherit biases from these patterns if not regularly updated. 
  • There is diminished human interaction: While automation can streamline the hiring process, it may lead to a reduction in the personal connections forged through human interactions. AI cannot predict cultural fit or candidates with hidden potential. Its decisions are solely based on the information it processes.

Is your organization using AI as part of the hiring process? If you’re considering it, weigh the merits and potential repercussions. 


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Elizabeth Vixner Sales Recruiter

Elizabeth Vixner

Elizabeth is a Sales Recruiter with IQ PARTNERS as well as our sales division SalesForce Search. She specializes in connecting with and identifying top sales talent in a variety of industries. She is passionate about developing strong relationships with clients and candidates, bringing together great companies and great sales professionals.

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