Balancing AI and humanity: insights from ema consultancy's artificial intelligence polls

In the rapidly evolving landscape of recruitment and human resources, artificial intelligence (AI) has emerged as a potential game-changer. However, its integration into social housing HR practices, especially in employee performance assessments, recruitment processes and interview preparation, has sparked considerable debate. ema consultancy recently conducted a series of polls to understand the extent of the use of AI and the willingness to use it in HR and recruitment practices.

ema’s managing director Anne Elliott shares the results:

AI in employee performance assessment and feedback

The first poll asked respondents whether AI should be used for employee performance assessment and feedback. Unsurprisingly, no one supported the unqualified use of AI in this domain. Instead, 25% of respondents advocated for AI use but stressed the necessity of human input. The majority, 50%, expressed reservations, suggesting that it’s not the right time for AI’s integration, while 25% opposed its use entirely. These results reflect a cautious attitude towards AI’s role in evaluating employee performance, underscoring the importance of human judgment and empathy in such assessments.

Comfort with AI in interview preparation

When it comes to interview preparation, opinions were more varied. Fourteen percent of participants were very comfortable with the idea of using AI, showing enthusiasm for embracing new technologies. A larger segment, 35%, showed a preference for a hybrid approach, combining AI with human interaction. However, a significant portion of respondents remained sceptical: 19% were not very comfortable with AI and 32% preferred traditional human-led preparation. This mixed response highlights the perceived value of human touch in personal development and the preparation process.

Automating recruitment with AI

The stark contrast in the automation of recruitment processes is notable. An overwhelming 100% of respondents reported not using any form of AI software for automating their recruitment processes. This unanimous stance suggests a significant hesitation or lack of readiness within the sector to fully embrace AI for recruitment automation.

Incorporation of AI tools in recruitment

Interestingly, when asked about the incorporation of AI tools into their recruitment process, 18% of respondents acknowledged doing so. This indicates that while complete automation is not prevalent, there is an openness to integrating AI solutions for specific tasks within the recruitment process.

AI for crafting CVs

The final poll asked about the willingness to use AI technology for crafting CVs. Here, the responses were nearly split, with 51% in favour and 49% against. This close divide underscores the ambivalence in adopting AI for personal use, reflecting concerns about AI’s ability to capture the nuance and individuality of a candidate’s experience and skills.

Our polls reveal a complex landscape where enthusiasm for AI’s potential in HR is tempered by caution and a desire for human oversight. While there’s interest in leveraging AI for efficiency and innovation, there’s also a clear demand for maintaining human elements in processes that deeply affect individuals’ careers and livelihoods. As the we navigate this growth of AI, these insights offer valuable perspectives for balancing technological advancement with the irreplaceable value of human judgment and empathy.

Anne Elliot EMA Consultancy

Anne Elliott

Managing Director

01926 887272