AI Research from Indeed Shows More Optimism Than Angst

By James A. Martin

Contrary to frequent doomsday headlines about artificial intelligence (AI) replacing jobs and upending entire professions, the majority of HR and talent attraction (TA) leaders are optimistic about this buzzworthy technology, according to a new Indeed-commissioned survey conducted across seven countries.

A new survey from Indeed finds that HR and TA leaders are more optimistic than fearful about AI. Among the reasons for optimism: Respondents believe AI will enable them to focus more on the human side of their jobs and that AI will help increase employee job satisfaction and other work well-being drivers.

Not surprisingly, there are concerns about AI as well. Leaders worry AI could replace human judgment in the hiring process and could make recruiting more biased, among other concerns.

“I am surprised but heartened by the mostly optimistic results from this survey,” says Trey Causey, head of Responsible AI and Senior Director of Data Science at Indeed. “I firmly believe in a guarded optimism that doesn't shy away from addressing the real risks we face from AI and that will allow us to fully take advantage of this epoch-defining moment. In doing so, we have the real power to build a more equitable future with AI."

Censuswide conducted the survey of about 500 HR and TA leaders and 500 jobseekers in each of seven countries — a total of 7,275 respondents from the U.S., U.K., Canada, France, Germany, Japan and India — between August 31 and September 5, 2023. We will share many more insights and details from the survey in the coming months, including a free downloadable report this fall.

In the meantime, here are five notable takeaways from the survey, with a focus on HR and TA leaders (manager level and above) surveyed across the seven markets.

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1. The Majority of HR and TA Leaders are Already Using AI

Among all HR and TA leaders, 87% say they are using AI systems and tools for professional reasons. Utilising AI for HR functions is the top reason, with 35%, followed by summarising or analysing resumes (34%), writing job descriptions or ads (32%) and generating interview questions (32%).

2. There’s More Hope and Excitement Than Fear About AI

When asked how they feel about the potential impact of AI on the workplace in the next one to five years, 54% of HR and TA leaders say they are hopeful and 49% are excited. Only 18% say they’re fearful.

3. Why You are Optimistic About AI

So why are HR and TA leaders hopeful or excited about AI?

When asked “How likely or unlikely do you think the following are to occur within one to five years?” 78% say it is likely AI will make their jobs easier and help them be more productive.

Responding to a different question, three-quarters (75%) say AI will reduce redundant or mundane tasks in their work. Perhaps for these reasons, 72% say they are optimistic that AI will allow them to focus more on the human aspects of their jobs.

In addition, 74% of leaders are optimistic that AI systems and tools will help them acquire new skills or improve existing skills. And two-thirds (66%) believe AI will enable them to find a better job or grow in their role.

4. But You Also Have Concerns

When HR and TA leaders were asked what they are most concerned about in using AI, the top vote was “AI replacing human judgment and intuition in hiring decisions,” at 49%. Beyond that, respondents worry about AI compromising data privacy and security in recruiting and hiring (41%); AI replacing jobs (37%); and AI making recruiting more biased (32%).

Separately, 53% say they are concerned about bias in the data used to train AI. When asked what, if anything, they are doing to combat their concerns about biased data, 56% say they are “ensuring there is still a human approach and that data is monitored closely,” followed by 45% who are making sure their workforce is as inclusive and representative as possible.

5. Most Believe AI Will Have a Positive Influence on Work Well-Being

Indeed’s Work Well-Being Score is the world’s largest study of how people feel at work and why. So, with help from our well-being research partners at the University of Oxford, we included a few survey questions to assess AI’s potential impact on work well-being.

The results show a decidedly optimistic view. According to the survey, HR and TA leaders are more optimistic than pessimistic that AI will improve:

The hiring and candidate experience (66%)
Overall employee satisfaction with their work (65%)
The sense of meaning and purpose employees find in their work (60%)
Employees’ feelings of happiness while at work (60%)
Employees’ levels of stress at work (65%)

It is worth noting that jobseekers are also more optimistic than pessimistic when it comes to AI’s potential impact on their work well-being — but they are less optimistic than HR and TA leaders. For example, jobseekers believe AI will improve the following:

The hiring and candidate experience (50%)
Overall employee satisfaction with their work (54%)
The sense of meaning and purpose employees find in their work (49%)
Their feelings of happiness while at work (51%)
Their levels of stress at work (54%)

More AI Survey Results Coming Soon

This is only a sampling of the rich data and insights we’ll be sharing soon. Check back for answers to these and other questions:

Do HR and TA leaders believe AI will create or replace jobs, and how does their thinking compare to that of jobseekers?
Which age group is most fearful about the impact of AI on the workplace?
Which under represented groups are more concerned about AI affecting jobs?

Which of the seven countries surveyed has the largest percentage of AI optimists — and pessimists?
Are jobseekers and HR and TA leaders concerned about bias toward under represented groups?
What are the top concerns about AI and the top hopes?

In the meantime, read more about AI in the world of work: