If you believe the headlines, artificial intelligence is revolutionizing hiring. A recent Gartner study found that between 2023 and 2024, the number of HR leaders adopting AI solutions doubled. From LinkedIn Recruiter to AI-enhanced application tracking systems, AI tools promise to source, screen, and optimize our way to faster processes and higher-quality candidates.

But that doesn’t reflect what’s happening in the association world, where the reality of AI often falls short.

AI may be reshaping how some organizations hire, particularly large enterprises managing thousands of applications. But associations and smaller nonprofits operate in a different context. There are fewer positions, the skillsets needed are broader, and the nuances of mission-driven work are deeper. HR leaders are cautious about relying on AI to find their next great employee. Here’s why.

Sourcing: AI Underdelivers on Accuracy

While AI delivers on speed, the algorithms aren’t very accurate. Just because AI can do something fast doesn’t mean it can do it well. In our experience, AI-powered tools that promise to identify qualified candidates often miss the mark.

As an executive search firm, Staffing Advisors has tested numerous AI features in sourcing tools. They just don’t add much value. For example, out of 25 candidates suggested by LinkedIn Recruiter’s AI-powered candidate-matching feature, maybe one is qualified. AI may be able to add to your processes, but it can’t replace human decision-making. Identifying qualified candidates requires more discernment than AI can provide.

Screening: The Risk of Overlooking Talent

An HR professional sees more than just qualifications in every candidate. They see the potential for growth, mission alignment, and job-relevant soft skills that can often make the difference between a good hire and a great one.

An algorithm can match keywords, but it has trouble with more subtle differentiators. Candidates who can drive the most impact may have less familiar career paths or unique combinations of skills. Focusing narrowly on keywords or rigid criteria set by AI systems can easily exclude these candidates. These tools may improve, but they’re not there yet.

AI platforms say they can take over rote tasks like reviewing resumes, but as an association HR professional, I don’t consider that work rote. Every resume tells a story with insights into a person’s professional journey. I don’t want to lose out on what could have been a terrific match because we let an algorithm screen them out.

Hiring Bias, Amplified

Hiring inherently has the potential for bias. But when AI makes decisions, the ability to mitigate this bias is lost.

While AI has come a long way since Amazon’s 2018 incident penalizing women candidates, AI is only as good as the data and learning model it is trained on. According to IBM, “Historically biased data collection that reflects societal inequity can result in harm to historically marginalized groups in use cases including hiring, policing, credit scoring, and many others.”

If we aim to challenge bias, build more effective teams, and foster more equitable and inclusive workplaces, AI, as it stands today, isn’t going to get us there. Human thinking is required to understand which biases may be present, what strategies work to reduce them, and how to evaluate candidates fairly at all stages of hiring. While AI vendors may promise the same, the current black box model of AI algorithms leaves too much to chance.

Where AI Fits

AI does have a place in hiring. It can be a valuable tool to boost productivity when used judiciously. For tasks like automating scheduling, polishing written materials, or summarizing calls or notes, AI can be incredibly useful — as long as there is a human in the loop. The key is to support, not replace, human thinking.

When determining if or how AI can work for you, we encourage you to shift focus from what AI can do to what you trust it to do. Would you trust an unaccountable algorithm to make critical hiring decisions?

The core work of identifying, engaging with, and evaluating candidates requires human expertise and judgment. Finding candidates who will advance your mission requires understanding nuances that algorithms simply can’t grasp yet.

Focusing on the Human in Hiring

If you’re an HR professional who hasn’t fully embraced AI, you’re not behind. You’re making a strategic choice to preserve the integrity of your hiring process by carefully considering the risks and benefits of tools that are quite early in their development.

To candidates reading this: Know that your unique story matters. When you apply to an association position, you’re not just a collection of keywords to an algorithm. You’re a potential colleague whose experience, perspective, and ability to drive impact will be carefully considered by real people who understand the value of your work.