Exploring the Role of AI in Career Access Through a Social Justice Lens

AI TOOLS USED IN RECRUITMENT
AI TOOL	PROBLEM	SOLUTION	POTENTIAL OUTCOME	AI TASK
Employer branding monitoring	Reputation impacts candidates’ perceptions of potential employer. Bad reputation leads to smaller talent pool	Software scans public data to assess sentiment and identity weaknesses in the hiring process	Stronger employer brand improves quality of talent pool, reduces time to hire, staff turnover and costs	Sentiment monitoring Prediction
Vacancy prediction software	Cost of spontaneous resignations	Software identifies employees’ behavioural data and makes prediction on likeliness to leave.	Improved talent attrition Improved employer brand Reduced time to hire	Prediction
Job description optimisation software	Complex jargon, boring descriptions, and indirect discrimination can negatively affect diversity, application volume and employer brand	Software provides recommendations to optimise job descriptions and tailor language for different types of candidates	Improved diversity Reduces risk of indirect discrimination Higher candidate engagement	Communication
Targeted advertising optimisation	Wrong message via the wrong channel to wrong audience wastes resources	Using insights from AI, machine learning and data insights firms can accurately target relevant candidates	Improved candidate experience Maximises chances of candidate engagement Minimises advertising costs	Prediction Communication
Multi-database candidate sourcing	Untapped potential of suitable passive candidates and former employees reduces talent pool quality	AI-tools scan through multiple databases, including social media profiles, faster than human recruiter	Accelerates candidate sourcing rate Frees up recruiters’ time Improves quantity and quality of available talent pool	Judgement
Candidate engagement chatbot/CRM	Direct recruiting and relationship management are expensive and time consuming. High volume can lead to delayed responses, dissatisfied candidates and/or poor employer reputation	Chatbots use Natural Language Processing to mimic human conversation and can be used to engage candidates, and provide real time, any time responses to guide candidates through the recruitment process	Frees recruiters’ time Reduces costs	Procedural Communication
Automated scheduling	Scheduling calls, tests, interviews, or meetings is time consuming	AI system can automatically execute these admin tasks	Frees recruiters time for other tasks	Procedural
AI TOOLS USED IN SELECTION
*AI TOOL*	*PROBLEM*	*SOLUTION*	*POTENTIAL OUTCOME*	*AI TASK*
CV screening software	Reviewing CVs is time consuming and costly. Human error increases as the number of CVs increases	Software instantly reviews a large volume of VCs to filter out unsuitable candidates and rank suitable ones	Reduces bias and issues of human fatigue Improves diversity Reduces costs Frees recruiters’ time	Judgement
Video screening software	Pre-screening interviews are costly, biased, and time-consuming	Software analyses video interviews to assess person-organisation and person-job fit	Reduces human error, bias and discrimination Frees up recruiters time	Judgement
AI-powered psychometric testing	Outdated, boring and unengaging tests lead to negative candidate experience and impacts employer branding	AI provides engaging tests designed to improve candidate experience while assessing candidate	Frees up recruiters’ time Improves workplace diversity	Judgement
AI-powered background checking	Time consuming, prone to human error and can lead to problematic employee termination downstream	AI software scans through multiple databases to check candidates criminal record, credit rating and references	Frees up recruiters’ time Reduces costs from human error	Procedural Judgement