This project, stage 2 in a 3 year study in conjunction with Monash University and sponsor, Hudson RPO, is a response to the unprecedented level of global activity and investment in AI occurring within Australia and globally.
In 2022, for this second phase, we mapped the state-of-play of AI-supported recruitment in Australia by surveying 458 Australian-based recruiters and job applicants.
The research found that:
- Employer implementation of AI is in early stages, with 1 in 3 Australian organisations reporting that they used it recently.
- Getting a sense of how often applicants have experienced AI in recruitment is difficult, as applicants are often not aware that AI is being used.
The research also found that experiences with, and attitudes about, AI-supported recruitment fell very clearly into one of two camps, the converted or the cautious.
- The cautious were less likely to have experienced AI in recruitment and more likely to have no or only poor knowledge in the area. They believed AI tools: focus on efficiency at the expense of effectiveness; lack nuance in decision making, depersonalise the candidate experience; have a negative impact on diversity and inclusion; are often inaccessible; and can amplify bias.
- The converted were more likely to have experienced AI in recruitment and to have great or good knowledge in the area. They believed AI tools: provide flexibility for all parties; help cast a wider sourcing net; could eliminate bias in recruitment; and can be more objective, consistent, and predictable than people.
Aboriginal and/or Torres Strait Islander applicants and white job applicants are more likely to be cautious, while Asian and Black job applicants are more likely to be converted.
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DCA CEO, Lisa Annese said:
“This project comes amidst the unprecedented level of global activity and investment in AI occurring within Australia and globally.
“AI is reshaping all our business activities, and talent acquisition is no exception.
“The divide between the cautious and converted in this report shows that we need to do more to educate employers about the promises and pitfalls of AI-based recruitment and selection technologies for workplace diversity and inclusion.”
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