AI in Hiring Processes: A Balanced Approach

In the evolving employment landscape, the excitement around AI and its integration into the workforce is palpable. As AI reshapes roles and expectations, a surprising trend emerges: despite technological advancements, a significant 70% of executives still firmly prioritize soft skills over AI competencies during the hiring process, according to 2024 Fast Company reporting.  

This divergence raises critical questions about aligning current recruitment enthusiasm and executive priorities. Why this mismatch? How can recruitment leaders leverage both AI and essential human skills to forge a competitive, future-ready workforce? And how will AI affect decision-making in the hiring process? 

Understanding the Disparity Between AI Skills and Soft Skills 

In each month of 2023, LinkedIn saw a 75% increase in members adding terms like “AI,” “ChatGPT,” and “prompt engineering” to their profiles, according to the above Fast Company report. This scenario, coupled with a focus on soft skills in hiring, underscores a fundamental reality: while AI can optimize tasks and processes, the human elements of creativity, empathy, and interpersonal skills remain irreplaceable and are crucial for leadership and teamwork. The demand for AI fluency is soaring, yet these technical skills must be balanced with soft skills to ensure holistic employee effectiveness. 

Of course, with the increased use of AI in almost all aspects of work comes additional concerns that applicants might use it to enhance their applications or that AI-powered screening tools might negatively affect hiring decisions. For example, using tools like ChatGPT to craft resumes and cover letters can lead to homogenized applications, challenging recruiters to identify genuine talent. And while AI can help streamline the recruitment process by automating routine tasks, it can also introduce bias. 

Future-Proofing Recruitment: Balancing AI and Human Insight 

As recruitment and hiring processes evolve with the integration of AI, recruiters face the challenge of balancing technological proficiency with indispensable human skills. Here are three strategies to navigate this dynamic, ensuring a competitive and future-ready workforce.

1. Integrate AI to enhance, not replace, human judgment in screening.

AI in the hiring process has revolutionized how recruiters approach candidate selection. According to Workable’s 2024 AI in Hiring Survey, almost 63% of HR professionals have used some form of AI when hiring in the past year. Leveraging AI-based hiring tools can streamline the initial screening phase, efficiently identifying candidates with the necessary technical skills, such as AI fluency and prompt engineering. 

However, these tools should not replace human judgment. Instead, they should complement human oversight, ensuring that essential soft skills are also considered. For instance, after AI tools filter resumes, human recruiters can conduct video interviews or in-person assessments to gauge creativity, empathy, and interpersonal skills, which are critical for effective leadership and teamwork.

2. Develop a balanced evaluation framework.

In the context of skills-based hiring, creating a balanced evaluation framework that gives equal weight to both technical competencies and soft skills is crucial. This approach ensures that candidates are well-rounded and capable of contributing to a collaborative work environment.

Structured interviews can focus on assessing soft skills such as leadership, teamwork, and communication, while assessment tools like Glider AI or others on the market—often powered by AI—can give you an evaluation of their skills and proficiency. This framework emphasizes the ability to integrate AI tools while maintaining strong interpersonal relationships, which is essential for success amid the landscape of AI and the future of work.

3. Implement continuous training and development programs.

To stay competitive, companies should establish ongoing training and development programs that address both AI competencies and soft skills. A 2023 Harvard Business Review report found that the average half-life of skills is less than five years, and in some tech fields, it drops to two and a half years. Offering workshops, seminars, and online courses helps employees stay updated on the latest AI trends and technologies while allowing them to upskill themselves. 

Simultaneously, providing training sessions on soft skills development, such as emotional intelligence, problem-solving, and effective communication, ensures that the workforce remains adaptable and well-rounded. This dual approach supports a holistic employee development strategy, preparing the organization for the evolving demands of the workplace.

As AI continues to transform hiring, recruiters must adeptly balance integrating AI tools with the irreplaceable value of human judgment and soft skills. While AI-based hiring can streamline processes and enhance efficiency, the critical need for creativity, empathy, and interpersonal skills remains paramount. Organizations can build a competitive, future-ready workforce by developing balanced evaluation frameworks and committing to continuous training programs that address AI competencies and essential human skills. This approach aligns with executive priorities and ensures a holistic and effective recruitment strategy, paving the way for sustained organizational success in the evolving landscape of AI and the future of work.

Kara Hertzog is president of Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions specializing in U.S. and global Employer of Record, Agent of Record, and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC, and partners with companies to provide compliant employment solutions that empower people’s lives.

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