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SHOULD COMPANIES EMBRACE AI IN HIRING? (SOME ARE. OTHERS AREN’T)

August 2, 2023
|
5 minutes
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‍

‍There's no right or wrong answer when it comes to a company's use of generative
AI tools in the hiring process

‍

Making sense of generative AI can be, to say the least, confusing. “So many
benefits and potential disruptions,” tech industry insiders are saying. But then
those same insiders are also saying, “So much uncertainty and things that could
go wrong.” 

‍

With all these mixed signals around generative AI, trying to figure out how and
whom to hire — particularly technical talent — is especially confusing for
talent acquisition (TA) professionals.  

‍

Many companies don’t have firm policies on employees using ChatGPT — and, in
many cases, TA leaders are left to navigate AI on their own, while being
pressured to grow their teams, yesterday. 

‍

This awkward position explains what appears to be a contradiction in the results
of our recent talent acquisition survey: 

 * 96% of TA leaders said it is important for technical candidates to have
   experience with Gen AI. 

Yet…

 * 63% of respondents said they would likely consider it fraudulent if
   candidates used Gen AI tools during a skills assessment or interview process.

‍

While companies are sorting out their long-term policies, it’s important to
commit to one of two approaches for using generative AI, especially when hiring.
Even if that approach is likely to change. 

 * If your employees (especially engineers) can and are expected to use
   generative AI in their work, then you should embrace the use of Gen AI during
   technical assessments.

‍

 * And, if your technical team is prohibited from using generative AI on the
   job, then you should prohibit them from using Gen AI tools on technical
   assessments. 

‍

Let’s dig into “the why” through the lens of two of our customers here at
Filtered. 
‍


HOW HIRING TEAMS GAIN EFFICIENCY VIA AI

One of our clients, an emerging leader in cloud-based IT services, has a
technical team of more than 1,000 engineers. 

‍

In the near term, the company is projecting growth in revenue several times
faster than headcount growth. 

‍

To achieve this goal, the company’s technical team uses a variety of
cutting-edge tools to increase efficiency – and has readily embraced the
emergence of generative AI. 

‍

Like many developers, our client’s technical team members use generative AI
tools to:

 * Research possible solutions to technical problems
 * Write code snippets to augment product development
 * Debug code 

‍


EMBRACING GEN AI IN HIRING

To continue to make strides with efficiency using generative AI, this company
encourages candidates to use tools like ChatGPT in technical assessments.

‍

With job simulations, powered by Filtered, hiring teams monitor whether
candidates use tools such as ChatGPT, Github Copilot, Bard, and others to create
code snippets that can plug into solutions as a part of technical skill
assessment exercises. 

‍

And with our video recording tool, the company can also probe candidates, both
technical and non-technical, about how they use these different tools during the
assessments — covering topics such as prompt engineering, responsibly sourcing
code/libraries from external sources, and quality control.  
‍


PRIORITIZING SECURITY ABOVE ALL ELSE

There are some industries that, rightly, place information security above all
else. And because generative AI tools are immature and lack regulations, some
companies are concerned with risks related to employees using proprietary and
personal information with these tools. 

‍

As a result, employees of these companies, including technical team members, are
not allowed to use these tools. 

‍

For example, one of Filtered’s customers is a publicly traded financial
institution. It is involved in transactions amounting to hundreds of billions of
dollars every year and has financial data about millions of individuals.

‍

While known as an innovator in their space, the company does not currently allow
the use of generative AI as a tool — because of security. 
‍


WHEN GEN AI IS A NO-GO IN HIRING (FOR NOW)

When seeking new members for its technical team, the hiring team seeks out
development expertise using its approved tools. However, due to the industry
that they’re in, ChatGPT is not among the approved tools in their tech stack
until there are proper guidelines and regulations in place.

‍

To be fair and transparent to candidates, the company communicates the rules of
the assessment — stating, among other guidance, that developers should not use
generative AI tools. 

‍

The hiring team then monitors when job candidates leave the simulated job
interface to go to other sites — as the Filtered platform can track activity
that is deemed as “cheating” or might prove to be fraudulent, based on this
company’s definition. 
‍


MAKE IT CLEAR TO CANDIDATES WHERE YOU STAND ON AI

From the start of the interviewing process, companies need to be clear about
their policy on generative AI with candidates.

‍

All candidates deserve to understand the full picture of the job they're
pursuing — including the tools they are expected to use, or not use, on a daily
basis. In fact, candidates told us in a recent survey that clear insight into
the tech stack and day-to-day work was the top factor in choosing a job.   

‍

Meanwhile, as more companies invest in skills-based hiring tools and processes,
TA leaders should focus on assessing the very specific skills they need out of
their next hire. 

‍

Investing time in the interview process to assess a candidate’s skill level with
Gen AI will only create more confusion if their company or industry has not yet
approved the use of those tools. 

‍

Put another way, don’t hire an electrician if you need a plumber! 
‍


ONE WAY OR ANOTHER, WE CAN HELP!

Right now, there’s no right or wrong answer when it comes to a company’s use of
gen AI tools among its employees.

‍

As discussed above, there’s much to consider with AI in the hiring process. But
we do believe that a company’s hiring process today should be consistent with
the company’s overall policy today. 

‍

That’s the only way to ensure companies land the specific talent and skills they
need today. And we can help. 

‍

Filtered can help you define and design the assessments that match the skills
you need. You can create simulations with the very specific work environment and
tools your candidates will experience if they get hired. 

‍

We can help you clearly communicate the rules of those assessments so that
there’s no ambiguity for candidates regarding the tools they are able to use.
After candidates complete their assessment we’ll provide the data and insights
to help you assess the performance of those candidates — including how they used
different tools in the test. 

‍

In the end, we’ll help you find the right talent for the job you need to be done
today.

‍

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Filtered helps leading brands verify skills, streamline the interview process,
and shortlist best-fit candidates for every role, at scale.

Contact us to learn how we can help you accelerate time-to-hire, improve DEI,
reduce attrition, and save your team thousands of hours of interview time per
year.
Request a demo


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