Can AI Use Fuel Age Discrimination?

The integration of AI technology and automation tools into the hiring process is an approach to talent acquisition that might be contributing to age discrimination in the workforce.

A recent survey conducted by the Harris Poll and employment platform Indeed, shows a generational divide in perceptions of automated hiring raising important questions about the future of work and the role the technology plays in the recruitment process.

According to an analysis published by Fast Company, the data reveals that while 54% of job seekers feel valued by some degree of hiring automation, there is a clear difference in favorability between younger and older respondents. According to the report, a substantial 71% of the survey’s respondents aged 18 to 35 feel more valued when automation is used compared to just 43% of those over 36. This disparity extends to company perceptions, with younger job seekers reported to be more likely to view automated hiring processes as a sign of innovation.

The survey also points to areas of the job search that respondents believe should retain a “human touch,” with communication updates and interview scheduling topping the list. This suggests a desire by job seekers for a more balanced approach to recruitment, one that combines the efficiency of automation with the personalization of human interaction.

The data also presents challenges for the multigenerational workforce, as automation tools have the potential to isolate older candidates in their job search.

As the workforce evolves and adopts new strategies for recruitment, automated hiring is set to become even more prevalent in the coming years. However, the challenge for employers will be to navigate this technological advancement in a way that is inclusive and equitable, ensuring that the benefits of automation are felt across all demographics.

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