Problem Statement
High applicant volumes make it difficult to quickly and fairly identify qualified candidates without overlooking talent
Description
While all resume review and hiring decisions must remain human-led, supported AI tools can be used carefully to streamline early-stage screening and help HR teams manage high application volume. When applied in alignment with U‑M AI-in-HR guidelines, AI can assist with structured, job-related tasks such as summarizing resumes, highlighting how an applicant’s experience maps to the required qualifications in the job description, and flagging potential gaps or questions for follow-up—helping reviewers focus their time where it adds the most value.
To support fair and responsible use, AI outputs should be treated as advisory only and never as the basis for eliminating candidates or making selection decisions. HR practitioners and hiring managers should:
- Use consistent, job-relevant criteria grounded in the approved job description
- Verify AI-generated summaries against the original application materials
- Avoid using protected or sensitive characteristics (or proxies) in any evaluation
- Document human rationale for screening and selection decisions
Used this way, AI functions as a time-saving partner that improves organization and consistency in review, while ensuring accountability and final judgment remain with human reviewers.
Learn More
Options for Using AI in Resume Screening
Contact
Email UHR Generative AI Governance for more information or assistance in any AI in HR needs.