As Colorado companies are increasingly turning to artificial intelligence to streamline their hiring processes, they face a complex landscape of challenges that could impact the quality of the new talent they attract.<\/p>\n
While AI tools promise efficiency and enhanced candidate sourcing, concerns about bias, the reliability of automated screening, and the authenticity of applicant materials are prompting employers to navigate the fine line between technological advancement and human judgment.<\/p>\n
In Colorado, businesses are becoming creative in their use of AI in hiring processes.<\/p>\n
Pinnacol Assurance utilizes AI to automate tedious tasks to improve efficiency. The company uses advanced sourcing platforms to identify and attract candidates.<\/p>\n
Elevations Credit Union uses AI to scan applications and resumes for keywords.<\/p>\n
Bloom Healthcare utilizes AI to streamline administrative tasks and refine its approach to identifying top talent.<\/p>\n
\u201cWe\u2019re using it to build better hiring tools and source candidates whose experience and values align with what it takes to thrive at Bloom,\u201d said Jeanine Lally, Bloom Healthcare co-founder.<\/p>\n
\u201cIt allows our team to focus more on meaningful conversations and making strong, people-centered hiring decisions.\u201d<\/p>\n
Not all companies are jumping on the AI bandwagon.<\/p>\n
Liliana Mendez, operations manager at Madison & Co. Properties, said the real estate company decided not to rely on AI.<\/p>\n
\u201cAt Madison, we believe hiring is deeply personal, so we\u2019ve chosen not to rely on AI in our hiring process. Human connection is at the heart of what we do, and we value in-person conversations to truly assess fit, character, and potential,\u201d she said.<\/p>\n
Randy Morris, CEO of Summit Wealth Group, said the company isn\u2019t using AI. \u201cWe believe in a hands-on approach.\u201d<\/p>\n
Using AI makes it easier to apply for jobs, which is boosting the number of applicants per job, representatives for Madison & Co. and Elevations Credit Union said.<\/p>\n
\u201cSince job seekers have discovered the ability to use AI to apply for jobs, we have seen a significant uptick in applications, especially for certain specialized roles,\u201d said Alex Dutton, manager of talent acquisition and inclusion for Elevations Credit Union.<\/p>\n
Liz Johnson, Pinnacol Assurance\u2019s public relations director, said the company initially screened resumes and applications to distinguish between those who were using AI to generate their application materials and those who weren\u2019t.<\/p>\n
\u201cPolicing the users and the non-users isn\u2019t an efficient use of our time, and because our company embraces the use of AI, knowing that candidates have fluency is an indication of another skill they have in their skill set.\u201d<\/p>\n
However, screening potential job candidates remains a relatively manual and human-centric process.<\/p>\n
Dutton said the company uses AI to scan applications and resumes for keywords.<\/p>\n
Mendez said Madison & Co. doesn\u2019t use AI to screen or track candidates.<\/p>\n
\u201cWe rely on real conversations and direct engagement to get to know applicants. For us, it\u2019s about building relationships from the very beginning.\u201d<\/p>\n
Julie Wooten, Coral Tree Hospitality\u2019s senior vice president for people service, said the company uses AI to help with candidate follow-up but doesn\u2019t use it to screen or track candidates.<\/p>\n