Understanding the role of AI in recruitment and how candidates perceive and respond to personality feedback is crucial in today’s evolving hiring landscape. This article explores a study conducted with 61 IO Psychology students who underwent a DISC-based assessment and received tailored feedback.
By varying the communicated source of the feedback (human vs. AI), the study reveals how perceptions and outcomes are shaped, providing insights for HR professionals aiming to build stronger teams and refine their hiring processes.
Study Overview
We surveyed 61 graduate students enrolled in an IO Psychology program. All participants took a WorkStyles DISC-based personality assessment—a widely used tool to evaluate workplace behavior. Upon completion, each student received customized feedback about their personality profile. The point of experimentation: some students were told their feedback was from a human, while others were told it was AI-generated. This distinction allowed us to observe how the stated source influenced participant engagement and belief in the feedback’s accuracy.
Key Observations Before the Assessment
- Demographics:
- The group comprised more women than men, with a small but valuable non-binary representation.
- Most participants were aged 18–24, reflecting a younger, early-career demographic.
Experience with Assessments and AI:
- A majority had little to no background with formal personality testing.
- About half described themselves as occasional users of AI tools, while a smaller yet notable group reported daily or weekly use.
Demographic Count Women Majority Men Minority Non-binary Small representation Age 18–24 Most
The Test Experience: Perceptions in Real Time
Nearly all students described the DISC assessment as pleasant and user-friendly. Key findings include:
- Clarity and Comfort: Many said the questions were clear and the test length was appropriate—not too demanding or lengthy.
- Fairness and Accuracy: A minority expressed doubts about the fairness or validity, but these were exceptions. Most left with a positive overall impression.
Takeaway: Ease of use and clarity play vital roles in fostering trust and positive engagement with assessment tools. HR platforms should ensure tests are concise and accessible.
These findings offer valuable insights into how AI in recruitment can impact candidate comfort and engagement with assessment tools.
Insights from Feedback: The Human-AI Divide
A 2021 study of 22 businesses in Turkey found that while most HR professionals recognize the time-saving and efficiency benefits of AI in recruitment, particularly in CV screening and initial interviews, they remain cautious about fully delegating hiring decisions to AI. Concerns centered on trust, the lack of emotional nuance, and the risk of overlooking critical candidate details without human judgment.
After receiving their personality feedback, students reflected on how accurately it captured their traits:
- Feedback Utility: Many felt the feedback described them well and highlighted relevant behavioral patterns or new insights.
- Accuracy: Most agreed that, even when the information wasn’t entirely novel, the descriptions felt accurate to their self-perception.
- Language and Presentation: The majority rated the feedback as easy to understand and well structured.
- Individual Reactions: While some participants found the feedback misaligned with their view, most accepted its applicability.
Comparison: When Feedback Was Framed as Human vs. AI
The division between feedback sources revealed subtle shifts in perception:
- Students informed their feedback was from AI were more likely to label it as such, showing a moderate influence of framing.
- Others—those not told of any AI involvement—were less certain about the authorship.
- Despite these differences, few participants could definitively discern whether their feedback was human- or AI-generated, suggesting that well-crafted, structured assessments maintain credibility regardless of source.
Usefulness for Career Planning and Professional Growth
A primary goal of personality assessments is to drive personal and career development. This study found:
- Career Application: Most students deemed the feedback valuable for self-awareness and career trajectory planning.
- Sharing and Communication: Many were inclined to share their results with mentors, supervisors, or peers for professional input.
- Growth and Development: A significant portion found actionable ideas for improving or leveraging their strengths at work.
- Future Conversations: Some participants planned to discuss their feedback with HR or professional advisers, highlighting the conversation-starting power of transparent assessments.
Practical Tips for Recruiters and HR Teams for Using AI in Recruitment
- Integrate DISC feedback into regular performance reviews or mentoring sessions. This encourages ongoing development and ensures employees see real value.
- Consider using a reliable DISC assessment module to support both candidate screening and onboarding.
- Explore how digital or employee assessment software can simplify processes and provide actionable, easy-to-interpret feedback.
As AI in recruitment continues to evolve, HR teams should explore how AI-powered assessments can enhance both efficiency and candidate experience.
Key Takeaways for Implementing DISC-Based Assessments
- Positive Test Experience
- Short, straightforward assessments increase engagement and reduce test anxiety. Candidates appreciate a clear, simple process.
- Accuracy Perceptions Vary
- While many view assessments as fair and insightful, some candidates may feel neutral or uncertain. Offer follow-ups to contextualize feedback and answer concerns.
- Communication about AI Matters
- Knowing feedback is AI-generated can influence how results are interpreted. Transparency is important when integrating AI into candidate communications.
- Actionable Practical Insights
- Effective feedback should go beyond trait descriptions, offering clear suggestions for skill development, career pathing, or workplace interactions.
Future Research Questions
The study’s findings suggest several promising avenues for further exploration:
- Does frequent AI usage affect how feedback is received? Experienced AI users may have different expectations or skepticism.
- Would changes in test design (question formats, length) impact perceived accuracy or acceptance?
- Can levels of detail or language tone in feedback shift candidate trust and willingness to act?
- How does belief in the source (AI vs. human) affect behavioral follow-through after receiving developmental suggestions?
For a deeper dive into building structure into your hiring and feedback processes, you might find our internal resources useful:
- Strengthening Your Hiring with a DISC-Based Approach
- How to Effectively Add Assessments to Your Job Posting
- Improve Hiring Outcomes by 70%: 5 Science-Based Candidate Assessment Strategies
- How to Leverage Candidate Ratings and Scorecards for Better Decisions
- Hire the Right Talent with Custom Assessments to Achieve Big
Best Practices for HR Professionals
- Explain the rationale behind personality assessments to candidates and team members.
- Use feedback as a springboard for follow-up conversations, not a standalone assessment.
- Combine structured assessments with other data points like structured interviews, skills tests, and reference checks. Resources on candidate scorecards or automated reference checking may help standardize processes and improve fairness.
Conclusion: Building Trust and Engagement in Modern Hiring
This study shows that structured personality feedback—whether communicated as AI-generated or human—can be positively received and drive professional conversations in recruitment and HR. The framing does matter, but so does clarity, accessibility, and follow-up. As HR teams increasingly rely on digital assessments, understanding candidate perceptions becomes essential for building trust and supporting the right hiring decisions.
As AI in recruitment becomes more common, understanding its influence on candidate perception and trust is critical to building effective, human-centered hiring strategies.
Are you looking to enhance your assessment-driven hiring process or have questions about using DISC or other assessment tools? Schedule a free demo with our hiring experts to explore how our platform can strengthen your recruitment strategies and support sustainable team growth.
Content
