I remember talking with one of the founders of the Second City Comedy Club in Chicago a few years ago, who said, “It is not a real superpower unless it can be used for either good or evil.”
To start, the following article and research excerpts made me think of Iain Campbell Mckenna. Iain, you will understand why, given you were probably one of the first to highlight the folly of blindly relying on AI for hiring purposes.
The second point is the indirect impact that today’s post has on procurement professionals and our profession as a whole.
World Economic Forum Article (April 9, 2025)
1. The future of #hiring lies in human-AI #collaboration
The sheer volume of job applications from various talent pools is too vast for human recruiters to manage effectively.
More than 90% of employers already use some form of automated system to filter or rank job applications.
Despite widespread adoption, scepticism persists regarding AI’s effectiveness in recruitment.
These systems can filter out highly qualified, high-skill candidates if their profiles don’t match the exact criteria specified in the job description.
A study from Stanford University researchers revealed that candidates who underwent AI-led interviews succeeded in subsequent human interviews at a significantly higher rate (53.12%) compared to candidates from the traditional resume screening group (28.57%).
Procurement Insights Research (April 9, 2025)
Recent reports indicate a troubling rise in fraudulent job applications, particularly targeting remote positions. Scammers are increasingly using advanced technologies, such as artificial intelligence (AI) and deepfake software, to impersonate legitimate candidates. For instance, Pindrop Security encountered an applicant, dubbed “Ivan X,” who utilized deepfake technology during a video interview to mask his true identity.
Research from Gartner suggests that by 2028, approximately 25% of job applicants may be fake, leveraging AI tools to fabricate identities and employment histories. These fraudulent activities pose significant risks to companies, including potential security breaches, data theft, and financial losses. Once hired, impostors could install malware, steal sensitive information, or exploit company resources.
To mitigate these threats, organizations are advised to enhance their hiring processes by implementing robust identity verification measures, conducting thorough background checks, and remaining vigilant during remote interviews to detect anomalies indicative of deepfake usage. Staying informed about evolving AI technologies and their potential misuse is crucial for maintaining the integrity of recruitment processes.
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Procurement Insights
An AI Superpower For Good (And Evil)
Posted on April 9, 2025
0
I remember talking with one of the founders of the Second City Comedy Club in Chicago a few years ago, who said, “It is not a real superpower unless it can be used for either good or evil.”
To start, the following article and research excerpts made me think of Iain Campbell Mckenna. Iain, you will understand why, given you were probably one of the first to highlight the folly of blindly relying on AI for hiring purposes.
The second point is the indirect impact that today’s post has on procurement professionals and our profession as a whole.
World Economic Forum Article (April 9, 2025)
1. The future of #hiring lies in human-AI #collaboration
The sheer volume of job applications from various talent pools is too vast for human recruiters to manage effectively.
More than 90% of employers already use some form of automated system to filter or rank job applications.
Despite widespread adoption, scepticism persists regarding AI’s effectiveness in recruitment.
These systems can filter out highly qualified, high-skill candidates if their profiles don’t match the exact criteria specified in the job description.
A study from Stanford University researchers revealed that candidates who underwent AI-led interviews succeeded in subsequent human interviews at a significantly higher rate (53.12%) compared to candidates from the traditional resume screening group (28.57%).
Procurement Insights Research (April 9, 2025)
Recent reports indicate a troubling rise in fraudulent job applications, particularly targeting remote positions. Scammers are increasingly using advanced technologies, such as artificial intelligence (AI) and deepfake software, to impersonate legitimate candidates. For instance, Pindrop Security encountered an applicant, dubbed “Ivan X,” who utilized deepfake technology during a video interview to mask his true identity.
Research from Gartner suggests that by 2028, approximately 25% of job applicants may be fake, leveraging AI tools to fabricate identities and employment histories. These fraudulent activities pose significant risks to companies, including potential security breaches, data theft, and financial losses. Once hired, impostors could install malware, steal sensitive information, or exploit company resources.
To mitigate these threats, organizations are advised to enhance their hiring processes by implementing robust identity verification measures, conducting thorough background checks, and remaining vigilant during remote interviews to detect anomalies indicative of deepfake usage. Staying informed about evolving AI technologies and their potential misuse is crucial for maintaining the integrity of recruitment processes.
30
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