One in 5 of the highest 500 firms by income is utilizing synthetic intelligence (AI) in worker recruitment, based on a survey. Whereas extra firms are anticipated to undertake AI in hiring, a big variety of firms expressed doubts about AI’s objectivity and equity.
On Nov. 28, the Ministry of Employment and Labor and the Korea Employment Data Service introduced the outcomes of the “2025 Company Recruitment Pattern Survey” on AI-related recruitment, carried out in August focusing on the highest 500 firms by income and three,093 younger staff.
In line with the outcomes, 86 firms, or 21.7% of the 396 responding firms, formally use synthetic intelligence in worker recruitment. These firms make the most of AI in aptitude and competency exams (69.8%) and software doc screening (46.5%).
Corporations planning to introduce or develop AI recruitment account for 74.5% (295 firms). They responded that they’d make the most of AI in aptitude and competency exams (67.5%), software doc screening (63.4%), and recruitment course of administration (55.6%). The explanations cited have been: for goal judgment based mostly on information (34.6%), to scale back time spent on recruitment screening (31.5%), and to scale back work burden (14.2%), in that order.
Nonetheless, 25.5% (101 firms) of responding firms acknowledged they don’t have any plans to introduce AI recruitment. The principle causes have been insecurity in equity and objectivity (36.6%), and the notion that it could create redundant work since human intervention is important for ultimate choices (19.8%). This means that firms have divided views on the objectivity, equity, and effectivity of AI recruitment.
Relating to vital authorities assist for AI recruitment, firms cited the availability of authorized tips on moral requirements and private info safety in AI recruitment processes (65.4%) and verification and consequence sharing relating to equity and bias (50.3%).
Within the survey of younger staff, 63.8% expressed assist for firms working AI recruitment processes, representing greater than half of respondents. Younger individuals who had really skilled AI recruitment processes (23.7%) cited issues in regards to the equity of AI judgment standards (26.9%), opacity of screening requirements (23.1%), and anxiousness about distortion of self-expression (18.4%) as their primary issues.
To guard job seekers, they acknowledged that verification of analysis accuracy (47.1%), verification of analysis bias (42.3%), and prior notification of analysis components (41.5%) are vital.
The Ministry of Labor introduced plans to arrange “Tips for AI Utilization in Recruitment” throughout the 12 months, which can manage moral requirements and step-by-step checklists for AI use in recruitment processes, and to strengthen recruitment equity by bettering the Recruitment Procedures Act relating to prior notification and prohibition of discrimination in AI recruitment processes.
