How to stop AI ruining your candidate experience
Published by Sarah Wardle 19/11/2024
The use of AI in recruitment has surged, transforming the way organisations engage with talent – and how talent engages with them. However, AI’s impact on the candidate experience requires careful attention.
Implementing AI tools can help streamline recruitment, but without a balanced approach, AI risks unintentionally reinforcing biases and creating barriers for diverse talent, as well as preventing candidates from building a real connection with an employer (and its people). Here’s how HR leaders can use AI wisely to improve their candidate experience and support EDI throughout assessment, onboarding, and beyond.
1. Recognise the new AI-enabled candidate
Today’s graduates are entering the workforce with high levels of AI literacy. According to recent findings from an Opinium research report of 1,000 students which Arctic Shores commissioned, 59% of graduates actively use AI tools, such as ChatGPT, in their job searches, with this trend particularly pronounced among neurodiverse and ethnically diverse groups. Ignoring this shift risks leaving hiring practices disconnected from the candidates you’re trying to reach. Recognising that AI tools are part of candidates' everyday lives allows HR teams to refine recruitment processes to resonate better with their target audiences.
The data from the same report also reveals that 88% of students and recent graduates describe themselves as proficient AI users, and adoption rates among neurodiverse students are higher than their neurotypical peers. Charting these trends can help HR teams understand and strategically engage with all talent (not just this AI-empowered group), ensuring their recruitment methods align with the expectations and needs of today’s candidates.
2. Use AI as a supportive tool, not a replacement for humans
AI is an excellent tool for handling large application volumes and automating repetitive tasks, but it’s essential to combine AI with human insights. Automating initial screenings can increase efficiency, but key decisions, particularly those evaluating soft skills, motivations, and cultural fit, should remain human-led. This human-AI balance enables a more inclusive experience, creating fairer assessments that highlight individual potential beyond standard metrics.
According to the ISE Student Recruitment Survey 2024, a quarter of employers reported redesigning their selection process to accommodate GenAI. This trend underscores the importance of blending AI efficiency with human insight, especially for EDI-sensitive recruitment, where empathy and nuance are key.
An effective AI-aware recruitment process balances automated tools with human interaction, creating a fair, engaging experience. Assessment designs that consider individual thinking styles and preferences can help reduce biases that traditional AI-based assessments might overlook. For example, says Mari Milsom, CEO & Founder from HR Biscuit, use AI to screen for essential criteria, while reserving human-led assessments for areas that require subjective assessment, like motivation and cultural alignment.
3. Guide candidates on responsible AI use
AI literacy and access vary, so providing candidates with guidance on ethical AI use is crucial. Robert Newry, Co-Founder of Arctic Shores, for example, suggests offering resources to help applicants understand where AI can enhance—but not replace—their efforts. This guidance can be particularly impactful for neurodiverse candidates, ensuring they feel confident and supported throughout the application process. Structured support in responsible AI usage not only reduces AI misuse but also ensures that all candidates, regardless of background, feel equipped to engage with AI in a way that complements their abilities.
4. Prioritise engagement for a positive candidate experience
Candidate engagement is essential for creating a positive recruitment experience that keeps candidates invested in the process. Sarah Wardle, Relationship Development Director at Eli Onboarding, maintains that high engagement levels can improve candidate perception, increase offer acceptance, and foster long-term retention. According to the Qualtrics Employee Experience Trends Report 2024, the six-month mark is critical, with new hires experiencing the lowest levels of engagement, and therefore wellbeing, intent to stay, and inclusion during this period compared to colleagues who have a longer tenure. This finding highlights that engagement is not only vital during the recruitment stage but remains crucial in onboarding to set the foundation for a successful and inclusive employee experience.
Organisations that proactively track and enhance engagement throughout onboarding report stronger long-term outcomes. Eli Onboarding’s client data indicates that organisations who actively track engagement during early onboarding report reductions in dropout rates and increased retention. For instance, 97% of new hires at Alvarez & Marsal, a global consultancy firm, who were engaged during onboarding through Eli’s platform, felt well-prepared for their roles. By fostering early engagement, organisations increase the likelihood that new hires will stay and feel aligned with the company’s culture.
Organisations who focused on driving engagement also saw reductions in ghosting and dropout rates, as well as higher productivity earlier in an employee’s career. These findings underscore the critical role of engagement in driving both retention and job readiness during onboarding. Using AI to streamline and personalise preboarding can help maintain candidate interest and reduce first-day anxieties.
5. Start small, scale thoughtfully
Introducing AI into recruitment doesn’t have to be overwhelming. Start with a pilot project that addresses a specific challenge, like automating preboarding engagement, and evaluate the impact on your candidate experience and EDI goals. Many organisations report increased engagement and retention rates when using a balanced approach that combines AI tools with personal touchpoints.
In summary
To use AI in a way that enhances rather than harms the candidate experience, HR leaders need a balanced, measured approach. A recruitment process that combines AI-driven efficiency with human interaction and judgement not only supports diversity but helps attract and retain top talent effectively. By engaging with all candidates (not just emerging talent) and designing an AI-aware strategy that fosters both inclusion and engagement, TA and HR professionals can build a recruitment and onboarding journey that builds an inclusive experience without compromise.