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In the UK, 48% of recruitment agencies use AI technology
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AI could be biased against older candidates
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75% recruiters use an Application Tracking System to evaluate applicants
A recruiter on average will read 250 CVs per job posting. The cover letter of an applicant is only 17% likely to be read.
Due to the increase in redundancies, and the reduction of budgets allocated to hiring and training candidates, many HR professionals and recruiters have less time to review hundreds of CVs. AI technology is used to assist in this process.
According to a recent study, 48% of UK agencies hire candidates using AI technology. It could come in the form Application Tracking Systems, where recruiters scan CVs for keywords and experience to select the best candidates for interview.
AI-driven recruiting tools can unintentionally discriminate older candidates. This is because they are trained using historical data, which may reflect biased hiring practices or criteria. Totaljobs conducted a survey that revealed age discrimination is occurring against older job seekers. They found 1 in 7 (or 15%) of those over 50 were rejected for a position due to their age.
Some experts believe that the AI algorithms used to scan CVs could be affected by the age discrimination still being displayed by some recruiters.
Matthew Vohs has highlighted how AI is used in the hiring process and that it could also have an impact on older workers being selected for certain positions based on previous hiring data.
He has identified some of the main reasons that Artificial Intelligence affects age diversity at work.
AI-based model could favour younger workers in their recruitment
When recruiters are using AI tools to review CVs and streamline talent they can use AI algorithms which follow previous data. This often prioritizes candidates who have certain work histories or skills. Some algorithms can filter out applicants based on “outdated” roles or gaps in employment. This is often done in a subtle way, but it has a disproportionate impact on older applicants. The AI may look at keywords that are more technical based on’modern’ digital abilities and certain job titles, which favor younger candidates.
Impact of ATS on older candidates
The Application Tracking System is a common AI tool that many recruiters use to streamline talent. It is especially useful when there are a lot of CVs. This AI tool can filter candidates based on keywords within each industry. ATS systems are biased by keywords due to criteria set forth by recruiters. This can lead to older professionals being overlooked for certain skills or experiences. In the IT and Computer Science sector, some keywords are MATLAB matrix software development software life cycle. Totaljobs conducted a survey that found 15% of applicants over 50 reported age-related rejections during job applications. This report gives insight into age bias, even without AI. If this occurs among recruiters already, AI could reproduce such patterns if it is trained using biased historical data.
Rapid growth in digital skills could lead to job displacement among older workers
Around 7.5 millions people in the UK do not have the digital skills they need to be successful at work. 18% of these people are adults without the necessary skills and abilities to get a job in the digital industry. AI can reinforce ageism in the hiring process by learning patterns from biased training data. This could also affect older candidates applying for roles in the technology and digital sector. Some AI tools that are used to screen CVs will filter out candidates with a skills-gap or who do not have recent qualifications within the industry. This is despite their qualifications. As fewer companies are actively considering older workers to fill tech-heavy positions, it can lead to an impression that older workers have no interest in AI-driven roles. However, they may just need additional training.
Matthew Vohs said, “It’s no surprise that AI is being used to recruit, since advanced technology has had a positive effect across many industries.” We’ve seen budgets for talent acquisition teams reduced over the years, and this means that there is a smaller number of recruiters who have to deal with a greater volume of applications per job posting. This is where AI comes in, as it can reduce screening time by up to 75%.
“However I urge employers and hiring teams be transparent about the data and algorithms they use to train them. Audits of AI systems should be conducted regularly by more companies, particularly in industries where there is a shortage of skills. This will help to reduce age bias and ensure that the hiring process is fair. It would be beneficial for more organisations to look at their algorithm criteria and make age inclusion a higher priority.
As more older workers continue to work after retirement, more employers will need to implement strategies to retain these employees and offer them support. AI recruitment systems which are age inclusive benefit the entire workforce. They also ensure that we actively promote age diversity, and foster a collaborative and supportive work environment.
The first time this article appeared was on HR News.
