HR Caddy has warned employers to use AI in hiring responsibly and transparently, emphasising that it should complement not replace human judgement.
A recent study by Test Gorilla found that 65% of employers now use AI in recruitment, with 59% relying on it to screen CV’s and resumes.
While AI can streamline hiring and reduce costs for employers, experts caution that algorithmic bias can emerge if these systems are not regularly monitored and updated.
Artificial Intelligence (AI) is a technology that enables computers to analyse data and make decisions or predictions in a way that mimics human thinking.
Around 7 in 10 companies have adopted AI in their workforce, using it to speed up tasks such as sorting CV’s and screening job applications.
For job seekers, this means AI often plays a role before any human has viewed their application.
The software can quickly identify candidates whose skills and experience match the job description, analysing keywords, qualifications, and work history patterns.
The study showed that 3 in 5 companies use AI to write job descriptions and adverts, but they can sometimes be too generic, missing important details or adopt language that doesn’t reflect the organisations culture.
HR Caddy’s Managing Director, Nicola Callaghan said: “AI can streamline applications, reduce admin, and help employers spot potential earlier.
“But it can also feel impersonal, confusing or even unfair when candidates don’t understand how decisions are made.”
The interviewing process itself remains largely human led, with only 20% of employers using AI at this stage.
While some companies use AI to review pre-recorded video interviews, the final evaluation is still conducted by humans.
This is because human judgement remains essential and AI cannot yet accurately interpret the tone and body language of a candidate.
Callaghan warns of AI generated biases, as many algorithms are trained using historical recruitment data, meaning the system learns from past hiring decisions.
If the data shows preferences for certain names, schools, backgrounds or word choices then AI can unintentionally adopt the same biases.
Employers must comply with the Equality Act 2010, which requires that job adverts, descriptions and selection criteria are free from discrimination.
This includes avoiding bias based on the nine protected characteristics such as age, disability, gender and race.
Nicola Callaghan said: “To ensure hiring remains fair and non-discriminatory, employers need to audit the data their AI tools rely on, regularly testing for bias and providing clear explanations to candidates, placing human oversight before any final decision.”
The responsibility falls to HR departments to monitor and regulate AI influenced hiring processes.
Callaghan said: “At HR Caddy we help organisations refine their approach by reviewing screening tools, rewriting processes, training managers, and ensuring that any AI-assisted decision making is fair, ethical and aligned with employment law.
“We focus on the candidate experience, the quality of the assessment methods and the values your organisation wants to reflect.”
As AI plays an increasingly more influential role in recruitment, it offers clear benefits for employers including speed, efficiency, and improved candidate matching.
However, HR leader HR Caddy, emphasise that AI should complement not replace human judgement, to ensure fairness and empathy throughout the hiring process.
HR Caddy said: “Businesses can build trust by being open about when and how automation is used, keeping communication warm and genuine, making sure every candidate feels seen and valued.
“When AI is used responsibly, it can enhance not replace the human touch that makes the hiring journey positive for both employers and jobseekers.”
Source – https://hrnews.co.uk/hr-firm-urges-employers-to-tighten-safeguards-around-ai-driven-recruitment/