Sponsored by Checkr.
In this episode of #WorkTrends we explore how AI is transforming the hiring landscape. We’ll discuss findings from the Alignment Advantage Report and examine how recruiters and candidates are using AI.
This conversation covers transparency, trust, ethical concerns, and how hiring managers and candidates are interacting in new ways. Join us to learn actionable ways to align new technologies with fairness and a positive candidate experience.
It’s a timely discussion about building confidence, clarity, and connection in the AI-driven future of work!
Meet Our Guest: Sloane Tolleson
Today, we are thrilled to be with Sloane Tolleson, the lead recruiter at Checkr. Sloane has over a decade of experience recruiting for public and private companies, helping them grow and scale with the right people. She is dedicated to creating the best candidate experience possible by building connection and trust with candidates through transparent and genuine conversations.
AI and the Hiring Process
As a recruiter, how are you seeing the hiring process change with AI’s impact, and what roadblocks are you coming up against?
I think that as a recruiter, we’re really, as we’re approaching AI and AI’s impact, we’re actually focusing on the human, the candidate who is interviewing, the interviewer, and thinking about ways that we can improve the process for every party involved. Because really, at the end of the day, I think that we’ve all seen this. AI is essentially becoming like a third wheel in hiring. And so, whether it be AI interview companions that are allowing interviewers to focus on the candidate rather than taking notes, we found that that has been, again, focusing on the human of who’s in front of you in the conversation. That’s leading to improvements to the better experience for everyone involved.
AI and Recruitment
How do you think talent teams can build trust with candidates who may be concerned or curious about how AI is being used during recruitment?
Put yourself in the candidate’s shoes and then think about what information would you want to know as approaching a job search, the level of transparency, and clarity, and when and how AI is being used. And so, we’re doing more and more with AI companions to take notes. Cool. Share that at the beginning of the interview with the candidate. Or even better, share that in the interview confirmation with the candidate that we’ll be using AI to take notes in this interview, and give them then that ability to opt out, like we were just talking about.
Candidate Fraud
This Checkr report shows how AI-assisted candidate fraud is quickly rising among the list of challenges and concerns facing everyone in the job market. What’s your perspective on how recruiters can mitigate risk when faced with this growing trend?
Some of the things that we’re seeing and trying to address is candidates who are using Gen AI tools for real-time responses in interviews and coming across as an expert in that area, but really, they’re relying on AI to generate those answers. Or on the engineering side, where I spend a lot of my time, is around how candidates are using AI coding assistance to ace these engineering coding exercises. And even we’ve seen sophisticated impersonation tools, which is deepfakes or a proxy interviewer who’s standing in as the candidate’s appearance or voice.
For More Information About AI in Recruiting
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