AI Hiring vs. Human Hiring: Which is Better?

AI Hiring vs Human Hiring

The role of technology in today’s employment world is crucial to determine business success. Further, exploring the possibilities of having AI dictate parts of the recruitment and hiring processes is also a current consideration of a lot of businesses nowadays.

However, there are still a lot of discussions revolving around AI hiring vs. human hiring. Let’s look at some factors to note regarding this matter.


Human hiring likely opens doors for predilections. Recruitment teams, interviewers, and even hiring managers tend to favor candidates who seem to fit their preferences, sometimes putting aside the actual standards and requirements needed to fill the job. Even though these “preferences” aren’t indicative of candidates’ performance, these seem to still dominate human hiring decisions.

On the other hand, AI hiring bias is also a consideration. Why? Primarily, algorithms are trained by humans with preexisting human biases, typically using significant data sets. So even if this bias is unintentional, it’s also inevitable.

Hiring decisions

HR professionals and hiring managers see that integrating AI in the hiring and recruitment process may help them automate tasks to free up their time and focus on more strategic decisions and considerations.

Decisions made in AI hiring vs. human hiring perpetuate discrimination if biases aren’t mitigated. However, both processes of hiring follow predetermined standards. The only issue is that these standards are often partnered with human 

How Can AI Help in Hiring?

As more and more businesses and organizations consider using AI algorithms in their processes, they’re still in the very early stages of discovering how tech could benefit their hiring practices.

To detail, here are other specific areas where AI can help balance HR’s workloads:

  • Personal digital consultants. Again, AI can be used to automate mundane tasks and allow managers and employees to focus more of their time and efforts on core processes.
  • Smarter staffing. AI can help organizations screen candidates and employees for onboarding. This way, businesses have qualified employees working on their business processes ensuring overall success.
  • Proactive labor compliance. Advanced warning systems can help alert managers on potential labor compliance risks. This allows them to take swift action and prevent compliance issues from happening, thus saving time, money, and other resources.

To know more, read about smart hiring platforms.

Lastly, this brings us to the conclusion that a healthy balance between data and intuition is still preferable. AI’s role in automating processes contributes to a more efficient and practical opportunity to allow HR professionals to focus their efforts on more complex tasks. The bottom line is, AI helps hiring managers make better hiring decisions, and not the other way around.
Truly, the tech and HR industries continue to thrive and are vital in almost every business and organization. The years to come have so much in store for professions in these fields, and a lot of people are considering becoming part of them. If you’re eyeing a position in tech or HR, let us guide you! Browse available job posts in Bossjob and use our career guides to kickstart your job hunt!

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