The research, commissioned by recruitment platform HireVue, also found that 67% of HR leaders say AI is the same or better at finding well-qualified applicants.
"There's a growing recognition of AI's potential to streamline the hiring experience for everyone involved," said Linsey Zuloaga, HireVue's chief data scientist .
She told HR magazine: "AI can automate repetitive tasks, freeing up recruiters to focus on the human aspects of hiring, and candidates can receive timely communications about where they stand in the process. Secondly, concerns about bias are being addressed through a combination of company policies and government regulations.
"As AI becomes more transparent and explainable, candidates understand how their qualifications are being assessed, which leads to a more positive perception of the hiring process."
Read more: Most HR teams are avoiding use of AI in recruitment
Around two thirds (64%) of candidates reported feeling like AI is as fair, or fairer, than humans in hiring; 49% believed that AI could help the issue of bias and unfair treatment in hiring. However, 79% wanted to know whether employers were using AI in hiring when they apply for a job.
Three quarters (75%) were opposed to AI making any final hiring decision.
Zuloaga added: “Transparency is key to building trust and comfort with AI in hiring. HR departments can achieve this by clearly communicating how and when AI is used throughout the process.
"This includes explaining what types of information the AI analyses and how it contributes to the final decision. Importantly, while AI can help with certain parts of the hiring process, it should not deliver the entire process.”
Read more: Four lessons on ethical AI use in recruitment
Rich Bye, vice president of global product vision and strategy at HR software firm Workday, told HR magazine that attitudes would inevitably shift as people saw technology working.
He said: "The attitude toward using AI in hiring is improving as the technology – when developed responsibly and deployed transparently – is demonstrating real value.
"The talent landscape changes fast, and businesses need to be able to adapt. From boosting productivity and decreasing bottlenecks to achieving quantifiable outcomes, AI is increasing efficiency and reliability in the candidate screening process.
"For example, when a candidate uploads their CV, AI can scan their experiences and suggest skills to add to their application, which helps drive a positive and meaningful candidate experience. Once the application is submitted, AI evaluates the quality of application and assigns a match score, making it easy for recruiters to quickly identify top candidates.”
The thawing of attitudes towards AI has not been universal, however: the survey found that 42% of HR professionals are waiting for corporate guidelines to allow generative AI. Around a third (33%) admit to implementing AI like ChatGPT before getting corporate approval.
Zuloaga encouraged HR leaders thinking about making the step towards AI to consider potential suppliers' compliance with ethical and regulatory guidelines.
She said: "HR leaders must prioritise selecting tools built upon strong AI ethics, cutting-edge scientific research, and rigorous compliance updates. Companies need to see clear answers to questions about fairness and regulatory compliance from potential vendors before they implement any new technology.”
