Latest news with #Dilber
CNBC
07-08-2025
- Business
- CNBC
Lawmakers want to end to HR ghosting during the interview process—here's how
There may not be any laws against ghosting in the dating realm, but some governments are cracking down on the phenomenon in hiring. As of Jan. 1, 2026 some companies in Ontario, Canada, will be required to inform job applicants about the status of their candidacy within 45 days of a job interview, whether a decision has been made or not, effectively banning the practice of businesses ghosting candidates during the hiring process. The rule applies to companies with at least 25 employees and also seeks to eliminate the posting of ghost jobs, where companies post job ads for roles they're not actively hiring for. Under the law, businesses will be required to disclose whether a vacancy is actively being filled, as well as if they're using artificial intelligence to screen and select candidates. The law "makes clear that if someone applies to your company and takes the time to interview, that you owe them a clear response and a decision," says Bonnie Dilber, a recruiting leader at software company Zapier. "That feels like a minimum expectation," she tells CNBC Make It. "People who apply to jobs deserve to understand what's happening behind the scenes." Companies that don't comply with the new law may be fined up to $100,000 CAD (about $72,500 USD), Bloomberg reports, though first offenses may result in warnings or lesser fines. Ghosting has become all too common in today's job market: Roughly half of job-seekers say they've been ghosted in the hiring process, meaning they've had initial conversations, and in some cases made it to final rounds of interviews, only to never hear back from the hiring team about a decision, according to Greenhouse data. Meanwhile, some 17% of all job posts on Greenhouse in the second quarter of 2025 were for roles the business never intended to actually fill. In the U.S., state lawmakers in New Jersey, Kentucky and California have their own proposals to prevent HR ghosting in the hiring process. The New Jersey proposal would require businesses to give interviewed candidates a clear decision of their timeline, remove job listings within two weeks of filling the role, and disclose when they post ads for roles that don't exist — otherwise they'd face a fine fine up to $5,000. A bill to ban ghost jobs introduced in Kentucky failed to gain traction, but a similar one in California is currently under committee review, Bloomberg reports. Dilber says it's possible that we could see more movement among states and cities that have previously passed transparency laws that center the job-seeker's experience, including in Colorado and Washington. More regulation around using AI in hiring could come first, she adds: For example, in 2023, New York City became the first entity to prohibit employers from using AI decision-making tools to hire unless it's been audited for bias and provides required notices to applicants.
Yahoo
28-05-2025
- Business
- Yahoo
AI will change recruiting in the next 6 months, recruiter says
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. As artificial intelligence tools continue to transform talent acquisition, companies and job seekers alike will increasingly use AI, according to a May 20 post on LinkedIn's Talent Blog. 'It seems I can't go a day without hearing about how AI is transforming recruiting, and keeping pace with these changes can feel overwhelming,' Bonnie Dilber, a recruiting leader at Zapier, wrote in the post. 'I regularly talk to recruiters — and job seekers — who feel like they're always trying to play catch-up.' The next six months will bring greater transparency about AI use, Dilber wrote. Companies will be expected to communicate a clearer stance on AI use during the application process and issue formal statements about what they allow. Employers will also ask candidates to verify their AI use during hiring. Employers will likely use more tests to catch AI use during the hiring process, Dilber wrote. This could include on-site interviews, embedded commands in job descriptions or video verification during online interviews. Beyond that, there will be more rigor in the interview process, Dilber wrote, such as skills assessments, open-ended questions and video uploads. These tactics can reduce application volume and keep less qualified or less motivated people from applying. In turn, companies will likely use more AI tools for initial screening and identification of high-potential candidates. Employers will also assess candidates' AI skills, potentially asking them to build solutions with AI as part of a skills assessment. Although most job seekers use AI for basic help, some may use it to forge documents, create fake resumes and evade applicant filters, experts told HR Dive. Companies can combat this by using AI in screening platforms to verify documents, candidates' identities and video calls. At the same time, some job seekers say they may not apply to companies that use AI in the hiring process, according to an Express Employment Professionals survey. Most job seekers said they want human interaction, particularly to vet for soft skills such as attitude. Job seekers also say they're 'uncomfortable' with AI use during resume review and decision-making, according to a ServiceNow report. Candidates said they prefer for AI to be used as a supportive tool for interview scheduling or candidate sourcing instead.
