The Rise of AI in Australian Recruitment

Artificial intelligence is rapidly transforming how Australian organisations hire new talent. According to recent data, almost two-thirds of Australian organisations are now using AI in their recruitment processes, with 43% using it "moderately" and 19% "extensively." This shift promises efficiency and cost savings, but it's creating unexpected challenges for job seekers.

When AI Interviews Replace Human Interaction

Melbourne-based social enterprise Sisterworks discovered the reality of AI recruitment when nine of their graduates—migrant and refugee women—failed job interviews they weren't prepared for. CEO Ifrin Fittock explains:

"We actually got caught by surprise when towards the end of last year we sent about nine sisters to an interview and they didn't make it. Upon investigation, we found out they're actually not being interviewed face to face, but actually being interviewed by videos slash AI interviews."

These "robo-interviews" present unique barriers for applicants with diverse backgrounds. Fittock notes that English as a second language and varying levels of digital literacy create additional pressure during timed AI assessments.

The Discrimination Dilemma

Research from the University of Melbourne reveals that AI hiring systems may be creating new employment barriers. Dr. Natalie Sheard's study found that:

• Older applicants, women, and people with disabilities face accessibility issues
• CV screening systems often penalize employment gaps—a known proxy for gender discrimination
• Transcription services perform poorly for non-native English speakers and those with accents

Professor Andreas Leibbrandt from Monash University acknowledges that AI can potentially reduce human bias, but warns about transparency issues and biased training data that may disadvantage specific demographic groups.

The Data Problem

Many AI recruitment systems are built overseas using training data that doesn't reflect Australia's diverse population. This creates particular challenges for:

• Refugee and migrant women
• First Nations Australians
• Non-anglo candidates

Interestingly, research shows that women and ethnic minorities are more likely to apply for jobs when they know AI tools are being used, perceiving them as less biased than human recruiters.

Calls for Regulation and Responsibility

Diversity Council Australia CEO Catherine Hunter expresses concern about the rapid adoption without proper ethical considerations:

"With such high adoption rates and the rapid acceleration of the technology, we're just concerned that people aren't putting in place the proper considerations around ethical use."

Experts emphasize that employers must be transparent with candidates and ensure their algorithms don't discriminate. There are growing calls for the Australian government to better regulate AI in recruitment.

Adapting to the New Reality

Organizations like Sisterworks have responded by adding video interview training to their job readiness programs. Participant Fatemeh Hazrati from Iran recognizes the necessity:

"AI has real big effect on our life nowadays. All of us have to learn it, [and] we just need to adapt ourself for new things and accept challenges to learn new things."

As AI continues to reshape Australia's hiring landscape, the conversation has shifted from whether to use the technology to how to implement it responsibly and equitably.