As AI-enabled recruiting becomes more common, HR leaders must safeguard and ensure the privacy and protection of candidate data and proprietary information.
By Maggie Mancini
As organizations embed AI into their hiring processes, a myriad of benefits have emerged. While AI has the potential to streamline recruiting, improve quality of hire, and drive data-informed hiring decisions, the advanced technology is not without its risks and challenges. Aside from ethical implications, data quality and privacy are key concerns when considering AI adoption for the recruiting process, says Rick Betori, president of PeopleScout.
“At PeopleScout, we’ve been deliberate and cautious about our approach to adopting AI throughout the talent acquisition process and have tools in place to ensure our intended use is carefully vetted, tested, and communicated before implementation,” Betori says.
To help safeguard data and ensure privacy and protection of proprietary information, Betori says that HR teams should collaborate with colleagues in legal, compliance, and IT to establish clear guidelines for data collection, storage, usage, and retention. “These policies should be regularly reviewed and updated to address evolving AI capabilities and threats,” he says. “AI isn’t a set-it-and-forget-it tool. It’s critical to view it as an ongoing process, continuously adapting to new technologies, threats, and requirements.”
By partnering with other departments across the organization to put protective measures in place, HR leaders can stay informed about best practices and organizations can harness the benefits of AI adoption without compromising their values, Betori explains.
Through its work to ensure the ethical deployment of AI, Betori explains that PeopleScout has been able to help clients mitigate disruptions, expedite ROI, and leverage AI to strategically augment—rather than replace—human touchpoints and decisions throughout the talent acquisition process.
