How Much AI is Enough in Your Hiring Process?

AI is transforming hiring tasks including writing job descriptions, scheduling interviews, and evaluating candidates. But where is the line separating productivity gains from the loss of human insight and connection? In this episode of Work Week, Dr. Gabby Burlacu explores candidate and employer perspectives and shares relevant data behind the role of AI in recruiting. The episode also covers how to strike the right balance between automation and human connection in the hiring process. Listen to learn how the mindful use of AI can support an improved hiring experience for both candidates and organizations without losing the human touch.

Episode Transcript

(00:00):
(gentle music)
- Hello, and welcome to Work Week,
the podcast where we tackle a question
about the future of work,
explore what the researchsays about the issue,
and explain what it all means for you.
I'm your host, Dr. Gabby Burlacu,
Senior Manager with theUpwork Research Institute,
and what you're hearing isa digital proxy of my voice

(00:22):
created with the help of AI.
This week, we're coveringa topic that's top of mind
for both employers and job seekers.
How much AI in the hiringprocess is too much?
Artificial intelligence is transforming
how companies attract,evaluate, and select talent.
At the same time, candidatesare using AI tools to find
and apply for jobs andprepare for interviews.

(00:45):
While these AI technologiesdrive measurable efficiencies,
their use also raises a critical question.
How do we ensure that
in our effort to improvespeed, accuracy, and quality,
we don't lose sight of the humanelement in human resources,
and especially in hiring?
In this episode, we'lldiscuss how AI is showing up
on both sides of the hiring process.

(01:06):
We'll also explore whatindustry data is telling us
about the benefits anddrawbacks of AI in hiring,
as well as how to strike the right balance
between automation and human connection.
On the employer side,
AI tools are being used forjob description generation,
resume screening, interviewscheduling, candidate scoring,
and many other tasks.
According to a survey of over1,000 hiring decision-makers

(01:28):
published by ExpressEmployment Professionals
and the Harris Poll, 83% of respondents
see the benefits of usingAI in the hiring process.
Job seekers are also embracing AI.
Many are turning to generativetools like OpenAI's ChatGPT
or Google's Gemini to helpwith resume formatting,
cover letter writing, and mock interviews.

(01:49):
In fact, the ExpressEmployment Professionals
and Harris Poll Research also surveyed
over 1,000 adults abouttheir job seeking habits.
They found that 78% of respondents
feel it's appropriate to use AI
for drafting resumes and cover letters.
However, 84% prefer to have a person
review their applicationrather than AI alone.

(02:10):
That duality, enthusiasmfor AI's assistance,
but a desire for human judgment,
underscores a broader truth.
AI is helping peoplenavigate the hiring process,
but can't fully replace the value
of interpersonalcommunication and empathy.
And other challenges are emerging.
Gartner predicts thatwithin the next three years,
one in four job candidateswill have used generative AI

(02:32):
to fake their profile.
This goes beyondcandidates simply using AI
to appear more qualified than they are.
AI can enable maliciousactors who have bad intentions
either to collect a paycheckthey couldn't otherwise earn,
or possibly to installmalware in company systems
or steal confidential information.
The cost of any badhire can be significant,

(02:54):
up to three to fourtimes the position salary
when you account forboth hard and soft costs,
such as those associatedwith failed projects
and diminished engagementof existing team members.
But resumes built to deceiveare a whole other ball game
and introduce new risks.
Putting aside those edge cases,
while AI can help applicants
present themselves more effectively,

(03:16):
over-reliance on these toolscan lead to generic submissions
and create uncertainty about authenticity.
Already, 74% of hiring managers
have seen AI-generated content in resumes,
and more than a third haveseen AI-created portfolio work
according to a surveydistributed by Resume Genius.
This puts hiring managersin a delicate position.

(03:36):
They need to gain the benefits of AI
to accelerate decision-making,
but they also need tokeep a human in the loop
throughout the hiring process,
while also ensuringcandidates have the skills,
qualifications, and experience they claim.
Let's take a closerlook at some of the data
shaping the conversationaround AI in hiring.
One key challenge is the balance

(03:57):
between comfort and concern.
According to a ServiceNow surveyof over 1,000 US residents,
more than 65% of respondentsare uncomfortable
with AI being used inrecruiting and hiring,
and nearly 90% wantcompanies to be transparent
about when and how they apply AI.
Top concerns included a less personalized

(04:18):
candidate experience,potential privacy risks,
and a lack of transparency
into exactly how AI toolsmake hiring decisions.
This aligns with a growingfield of academic research
and industrial organizational psychology,
which emphasizes the importanceof applicant reactions,
a term that refers to how job seekers
perceive the hiring process.

(04:39):
When candidates feel aprocess is overly automated,
impersonal, or unclear,
it can decrease the chanceof their accepting an offer
and also harm their viewof the employer brand.
Another concept in industrialorganizational psychology
relevant to the use of AI inhiring is applicant faking.
When systems become predictable
or overly reliant on keyword scanning,

(05:00):
some candidates attempt to game them,
stuffing resumes usinggeneric AI-generated language,
or trying to optimizetheir resume for bots
rather than present themselves genuinely.
That's not a fault of the AI,
but is a signal that thesystem may need recalibration.
Importantly, the vast majorityof hiring managers agree
that AI isn't a replacementfor human involvement.

(05:22):
In the Express Harris PollSurvey discussed earlier,
89% of hiring managers said it's essential
to have people involvedin evaluating soft skills
like cultural fit and attitude.
The same survey found that68% believe the risks of AI
outweigh the rewards if humaninput is entirely removed.
So where does this leave us?

(05:43):
With a clear mandate,use AI to improve hiring,
but don't remove thepeople from the process.
This is where thoughtfuldesign comes into play.
For example, at Upwork, we'veintroduced a range of features
that support efficiency
while preserving theintegrity of human judgment.
Powered by Uma, Upwork's mindful AI,
freelancers get help drafting proposals

(06:04):
so that they stand outto potential clients.
On the client side, Uma helpsdraft tailored job posts,
and the AI can also showside-by-side comparisons
of qualified freelancers,among other benefits.
AI-powered features likethese are integrated
directly into the Upwork platform,
while also maintaining the human element.
Through Upwork messaging,
freelancers and clients can be the ones

(06:26):
to schedule interviews via chat,
voice call, or video call
to connect directly beforemoving forward with an offer.
This is just one exampleof how AI and human input
can lead to a qualified, trusted hire.
More broadly, the misgivings people have
regarding AI in the hiring process,
while at the same timerecognizing its value,

(06:46):
is a reminder for companiesacross industries.
Whether you're hiring employeesor engaging freelancers,
AI should enable theconnections people can make
during the process, notcreate barriers between them.
This means thinking intentionally
about how to deploy technology
at key moments in the hiring process.
Use AI to handle repetitiveor time-consuming tasks

(07:07):
like scheduling or initial filtering.
Create space for peopleto evaluate soft skills
like empathy, problemsolving, and collaboration.
Make your use of AI transparent
so candidates understand what to expect.
And collect feedback regularly to monitor
and improve the candidate experience.
For organizations navigatingthe future of work and hiring,

(07:28):
this hybrid model, human-ledand tech-supported,
offers the best of both worlds.
As always, we like to endeach episode of Work Week
with an action item anda reflection question.
For your action for this week,
if you're involved in hiring,
take a fresh look at yourprocess and identify one step
where human connections canbe reintroduced or elevated.

(07:51):
Maybe that means addinga personalized message
during outreach, incorporatinga short video introduction,
or carving out more time
for candidates to askquestions during interviews.
And if you're a job seeker
or advising others in the process,
consider how you can bringmore of your authentic self
into your applications,
even if you use AI to get started.

(08:11):
A resume that reflects your real voice
or a cover letter that genuinely expresses
why you're interested in arole will stand out far more
than a job application
that's only been optimized for algorithms.
Now, for your reflection question,
what would your hiring processlook like if you used AI
to create more opportunitiesfor meaningful interactions?

(08:31):
Could the same toolsthat help you move faster
also help you listen better,ask deeper questions,
or discover candidates youmay otherwise overlook?
That's the promise of using AI mindfully,
not as a replacement for judgment,
but as a partner in creatingbetter, more inclusive
and more human-centeredhiring experiences.
The best hires aren't simplyfound through smart systems.

(08:53):
They're discovered throughreal conversations.
Thank you for tuning intothis episode of Work Week.
I'm Dr. Gabby Burlacu,
and this week, we explored the question,
how much AI in the hiringprocess is too much?
The answer, entirely automating hiring
and removing the humanelement is too much.
By striking a balancebetween using automation

(09:13):
to drive efficiencies whilemaintaining human touchpoints,
you can support an engagingcandidate experience
and make better informed hiring decisions.
If this episode sparked new ideas
or gave you something to think about,
share it with a colleague or friend.
And don't forget to subscribeso you can stay up to date
on how the world of work is evolving.