Strategic AI Adoption in Talent Acquisition Today: Overcoming Barriers and Unveiling Future Possibilities | Mercer and St. John’s University

Talent Acquisition
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This new white paper, conducted in partnership with Mercer and researchers from St. John’s University, examined the state of technology adoption within the Talent Acquisition (TA) function, mainly related to artificial intelligence (AI). The report, which is based on survey responses from 477 respondents (~80% hold jobs as TA or HR leaders) from multiple industries, notes that: despite its tremendous potential, AI adoption within the TA function is not as pronounced and advanced as some recent reports might suggest. The authors share various ways that TA can benefit from using AI in recruiting and hiring, such as using AI to mitigate unconscious bias that influences hiring decisions. Since there are concerns about data privacy and algorithmic biases in TA, organizations must ensure that they monitor and refine their algorithms to prevent inadvertent biases. To help bridge this gap, I am resharing this 18-page Future of Privacy Forum Report outlining Best Practices for the development, implementation, or expansion of AI tools in employment decisions. The report breaks down practices into six crucial areas: 1) non-discrimination, 2) responsible AI governance, 3) transparency, 4) privacy and data security, 5) human oversight, and 6) alternative review procedures. I am also resharing the Society for Industrial and Organizational Psychology’s (SIOP) 36-page paper, presenting considerations and recommendations for the validation and use of AI-based assessments for employee selection.