My experience has been that admissions and faculty hiring take a considerable amount of time and effort. Some question whether it is worth it (especially when it comes to the use of their time).

Troy Lowry for the Law School Admissions Council has written about the “The Good, the Bad, and the Ugly of AI and Admissions.” His conclusion is that

“[w]hile using AI in admissions can streamline the process and potentially reduce some sorts of existing bias, it is imperative to approach its use with caution. The allure of efficiency should not overshadow the importance of maintaining a thorough and fair review of applicants, a promise of holistic assessment many institutions stand by.

Human oversight remains essential; professionals must scrutinize the outcomes of AI to ensure it isn’t adding new sorts of bias. The balance between human intuition and AI’s analytical prowess can lead to a more equitable and efficient admission system. AI’s role should be to assist, not replace, the nuanced judgment of human reviewers. This partnership ensures that we preserve the personal touch that honors the diversity and individuality of each applicant, leading to admissions decisions that are as just as they are efficient.”

It of course is important to have faculty competent in AI. But might AI help screen faculty applicants? Similar human concerns that arise in student admissions would come into play.