Common challenges hiring teams face when adopting AI and how to overcome them

Not long ago, AI was a bit of a novelty. While some forward-thinking companies were eager to learn how it could progress them forward, others cautiously waited in the shadows—skeptical about the promises AI made.

What was once skepticism turned into curiosity—and now, into real action. Our latest AI in Hiring Guide reveals just how quickly this shift is happening. In 2024, 58% of HR professionals used AI in their hiring process. Fast forward just one year, and that number has soared to 72%. To top it off, trust in AI-driven hiring jumped from 37% to 51%, proving that more teams see AI's value in hiring.

However, while AI is more accepted, there are still questions about bias mitigation, efficiency, and the role humans play in its adoption. As more talent teams weave AI into their workflows, knowing how to navigate the hurdles will be key to unlocking its full potential.

Let’s look at some of the biggest challenges hiring teams face and how they can stay ahead.

Challenge: Navigating the learning curve

For some, adopting new technology can feel like a daunting and sometimes impossible task—especially for those who’ve been in their roles for years. They worry that AI will be too complicated or just plain overwhelming. It’s completely natural to feel hesitant about learning something new, and AI is no exception.

How to overcome it:

Make AI upskilling part of your company’s DNA. There are plenty of reasons why companies should make upskilling a priority, but one of the biggest? Keeping employees relevant and adaptable in an ever-changing world. Instead of scrambling to hire new talent whenever skills become outdated, companies should build a culture of continuous learning that helps employees grow, evolve, and confidently embrace new tools like AI.

Find a vendor that supports you every step of the way. The right vendor won’t just hand you the technology and walk away—they’ll guide you through every step. Look for a partner who offers expert guidance from I/O psychologists, ensuring a smooth and confident transition.

Start implementing AI where it drives the most impact. The best way to introduce AI into your hiring process is by focusing on where it will make the biggest impact. Think about the tasks that slow your team down—like interview scheduling or candidate engagement. These time-consuming but easy-to-automate areas are the perfect starting point. By automating these processes first, teams can see the immediate benefits of AI.

Challenge: Keeping AI ethical, secure, and compliant

According to our AI Hiring Report, 45% of people worry about AI’s legality and compliance. This concern isn’t just noise—it’s valid and deserves attention.

How to overcome it:

Not all AI hiring tools are created equal. To protect your organization, work only with vendors that prioritize ethical AI, regulatory compliance, and security. Your AI partner should be able to explain how their technology works in simple terms and back it up with proven results.

When evaluating AI vendors, ask the right questions:

• Certifications: Are they certified by the U.S. Department of Commerce and have they undergone SOC 2 Type 2 audits?
• Security Team: Do they have a dedicated team monitoring and implementing security measures?
• Privacy Impact Assessments: Have they evaluated the impact of AI on data privacy and compliance?
• Audits and Monitoring: Do they conduct regular audits and stay ahead of changing regulations?

By prioritizing security and compliance, companies can harness AI’s potential while protecting both their business and candidates

Challenge: Breaking down the transparency barrier

The saying, “Trust is earned, not given,” certainly holds true when it comes to candidates’ trust in hiring AI.

And while trust in AI has grown significantly over the last year, many candidates still question how AI-driven decisions are made. Our research shows that while candidates welcome the use of AI in their job search and interview prep, 66% have reservations about its influence on critical hiring outcomes.

How to overcome it:

The common misconception that AI replaces humans is directly tied to a lack of understanding. In reality, AI is not making decisions—it simply supports and enhances them.

Dr. Lindsey Zuloaga, Chief Data Scientist at HireVue, said it best, “Although AI may play an important role in evaluating candidates, humans make the final hiring decision. Our algorithms are built to bolster human decision-making in a structured and consistent way that combats human biases.”

Here’s how to build candidate trust and confidence in hiring AI:

Make meaningful connections. AI streamlines the hiring process, but people hire people. When AI takes care of repetitive tasks recruiters can focus on what really matters: building relationships with top talent. One way to reinforce this is through personalized touchpoints—like recruiter check-ins or live interviews—so candidates feel valued beyond the AI-driven steps.

Be open and upfront with candidates. Candidates should understand what AI is evaluating and, most importantly, that real people are still making the final hiring decisions.

For example, HireVue On-Demand Interviewing allows teams to create personalized video messages informing candidates that their responses will be reviewed by a real person—not just analyzed by AI.

Partner with ethical AI vendors. Look for providers publicly sharing AI explainability statements detailing how their AI models are designed and tested to ensure fairness, accuracy, and compliance with regulations.

Challenge: Overcoming ethical and bias concerns in AI

Forty-one percent of people we surveyed worry about biased recommendations from AI—and they’re right to be cautious. If not handled responsibly, AI can reinforce existing biases, leading to unfair and discriminatory hiring practices.

How to overcome it:

Work with vendors who regularly audit AI models for bias and fairness. Your AI partner should conduct regular bias audits and testing and follow ethical AI standards.

Train your team on AI ethics and bias mitigation. This includes encouraging regular discussions on bias and fostering a culture of accountability around fair hiring practices.

Companies that prioritize fair hiring don’t just check a box. They attract more diverse talent, foster innovation, and drive better business results. At the end of the day, it’s a competitive advantage.

Final thoughts

If there’s one key takeaway, it’s this: the right AI partner makes all the difference.

At HireVue, we know our software doesn’t just shape hiring decisions—it impacts real people and their careers. That’s why we take this responsibility seriously, committing to ethical, fair, and transparent AI that benefits both individuals and society.

Ready to implement hiring AI for your team? Request a demo today.