Dos and Don’ts of Using AI in Community College Search Committees

As community colleges increasingly embrace technology, artificial intelligence (AI) has emerged as a powerful tool for academic search committees. However, as we integrate it, we must carefully assess District use to ensure fairness, privacy considerations, transparency, and legal compliance, among other issues. Below are tips for administrators on the “dos” and “don’ts” of using AI in this essential process.

Dos

1. Do Set Clear Objectives:

Before implementing AI tools, define your objectives clearly. Determine what you hope to achieve by using the tool and in what part of the process you will use it. Having specific goals will help you select the appropriate AI applications.

2. Do Train Committee Members:

Ensure that you have provided all members of the search committee with adequate training on the AI tools you’re using. Understanding how these tools operate, including their limitations, is crucial for interpreting results accurately and making informed decisions.

3. Do Leverage AI to Help Guide Assessment of Candidate Sensitivity to Diverse Student Backgrounds:

Education Code Section 87360, requires candidates demonstrate a “sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students.” This requirement applies to academic and administrative positions. We strongly recommend including the requirement for classified hiring as well.

AI tools can help develop questions, demonstration prompts, supplemental questions, model answers, and the like. AI should supplement, not replace, human judgment, allowing hiring committees to make informed decisions that reflect institutional values and the needs of a diverse student population.

4. Do Prioritize Transparency:

Be clear and open about how your district is using AI throughout the hiring process. Communicate clearly with candidates about the role AI plays in the search. This builds trust and mitigates concerns about bias.

5. Do Monitor for Bias:

Regularly assess the AI systems for potential biases in decision-making. Analyze outcomes to identify patterns that may favor or disadvantage specific groups. Addressing bias proactively can help ensure a fair hiring process and compliance with anti-discrimination laws.

6. Do Incorporate Human Oversight and Control:

While AI can enhance efficiency, it cannot replace human judgment in the process. Human must validate and check the data. Ensure that human evaluators have the final say in candidate progression and selection. Combining AI insights with human expertise can lead to more nuanced and informed decisions.

7. Do Stay Updated on Legal Considerations:

Stay up to date on relevant laws and regulations regarding employment practices and data privacy. Ensure that your use of AI complies with federal and state laws, especially those pertaining to equal employment opportunities. Search committees should consult with HR and IT before utilizing any AI tool or application.

Don’ts

1. Don’t Rely Solely or Primarily on AI:

Human recruiters are essential in providing human touch and building personal connections. Avoid the temptation to allow AI to dominate the hiring process. While AI can sift through large volumes of applications, human context and judgment are essential in evaluating candidates holistically. AI is also prone to hallucinations, making human contribution, oversight, and review essential.

2. Don’t Ignore Data Privacy or IT Direction:

Be cautious about the data you input into AI systems. Work closely with your District’s IT department to ensure approval to use specific AI applications or tools. Protect candidates’ privacy and ensure that any data collected complies with applicable privacy laws. Do not input sensitive information into AI tools and ensure secure handling of all data.

3. Don’t Use Outdated Algorithms and Processes:

Things are moving fast with AI! The effectiveness of AI tools can diminish over time, as algorithms or processes become outdated. Regularly review and update the AI systems you employ to ensure you are obtaining the desired results and that your processes reflect current best practices.

4. Don’t Overlook Candidate Experience:

Be mindful of how the use of AI may affect the candidate experience. Automated processes can feel impersonal; ensure there are adequate opportunities for candidates to engage with the search committee.

5. Don’t Dismiss Candidate Fit:

AI tools may prioritize specific qualifications, but don’t overlook the importance of institutional fit and soft skills. Consider how candidates align with your District’s values and mission, which AI cannot fully capture.

6. Don’t Neglect Feedback Mechanisms:

Implement mechanisms for feedback on the AI tools used in the hiring process. Encourage search committee members and candidates to share their experiences, which can help refine the AI’s application in future searches.

Conclusion

Integrating AI into search committees in a community college can enhance the efficiency and effectiveness of the hiring process. Following these dos and don’ts, administrators can harness the benefits of AI while promoting impartiality, transparency, and legal compliance. Balancing technology with human oversight can lead to better hiring outcomes and a more inclusive academic environment.