More than half (51%) of companies are leveraging AI technology in their hiring processes, according to new research from Resume Builder.

By the end of next year, that’s expected to rise to 68% of firms, with survey data from almost 1,000 firms showing that 82% of companies already use AI to review resumes, while 40% employ AI chatbots to communicate with candidates.

Surprisingly, 23% of firms said they use AI to conduct interviews, and 64% reported applying AI tools to review candidate assessments. Additionally, 28% of companies use AI for onboarding new hires, and 42% use it to scan social media or personal websites as part of the hiring process. 

Overall, only 0.2% of companies report not using AI in their hiring practices.

Companies that currently use AI in interviews use it for a range of tasks, with 81% using AI to ask interview questions, 65% employing it to analyse candidates’ language, and 60% for transcribing interviews and assessing tone, language, or body language. Worryingly, over half (52%) said they also used AI tools to collect data through facial recognition during interviews.

Almost one in four companies said that they rely on AI to conduct the entire interview process, with this figure expected to rise to 29% by 2025.

Over the coming year, most firms say their use of AI in the hiring process will increase, with more than three-quarters (76%) of companies planning to use AI for asking interview questions, 63% intending to collect facial recognition data, and 62% using tools to analyse candidates’ language.

Firms are turning to AI to decide who to reject as well. Currently, 21% of companies automatically reject candidates at all stages of the hiring process without human review, while 50% use AI only for rejections at the initial resume screening stage. Only 29% said they maintain human oversight for all rejection decisions.

That trend looks to be reversing over the next, with fewer companies (16%) planning to allow AI to reject candidates throughout the entire process, and 49% saying they’ll limit AI’s ability to reject candidates to initial resume reviews. Meanwhile, more (35%) reported they intend to have human oversight for all rejection decisions. 

That change might be down to views on the inherent biases in AI tools. Almost one in every ten companies using the technology said it always produces biassed recommendations, 24% saying it often does, and 34% saying bias occurs sometimes.

Of the companies using AI tools, just 4% believed that it never produces bias.

Regarding the specific types of bias AI introduces, 47% of firms believe it leads to age bias, 44% cite socioeconomic bias, 30% mention gender bias, and 26% point to racial or ethnic bias, leading to over half (56%) becoming worried that AI could screen out qualified candidates.

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“As organisations face an overwhelming influx of resumes, especially with the expansion of remote and hybrid work models, more companies are leveraging AI in the hiring process,” said Stacie Haller, Resume Builder’s chief career advisor.

“Candidates must recognize the increasing role AI plays in the hiring process. It’s critical that applicants tailor their resumes for each specific job, highlighting the key skills and qualifications that are mentioned in the job description. 

“In this increasingly automated landscape, candidates who adapt their approach by preparing for AI-driven screenings and interviews will have a competitive advantage in their job search.”