Author: Joana Gomez. Let’s be honest, hiring is an extremely difficult process. It is necessary to do background checks and interview candidates before you can decide who would best fit the position. Diversity must also be taken into consideration by manually removing biases from your recruitment process. All of this is naturally complicated by human error. AI uses data to automate the selection of candidates and reduce biases. This can lead to better outcomes. As a result, VentureBeat reports in a post on talent management [1] that AI is helping to streamline recruitment processes for more than 24% of the country’s businesses. In the near future, an additional 56% plan to adopt such technologies. AI is the key to diversifying your workforce effectively. This is why ….. AI prioritizes skills over background. Job fairs are two of the most popular places where you can find candidates. Human recruiters often select people based on their college/university background and work experience. Marie Stephen Leo, our contributing writer, previously mentioned [2], performance during take-home assignments. These factors could introduce bias to the selection process. AI with diverse data can help to review candidates fairly. It will not be based on their ability or demographic, but on skills and potential. Consider a company who may be more concerned about soft skills and prefers to train new employees. This is an example of how assessment of skill can assist. This is a line of thinking more and more companies are adhering to, with an article on soft skills at LHH [3] reporting that 58% of hiring managers believe that insufficient soft skills impede an employee’s productivity. This makes it hard for employees to communicate with management and persuade clients. Good soft skills have been prioritized. AI can now be used to assess an individual’s ability in areas such as teamwork, critical thinking and other related areas. Unilever, for example, uses neuroscience-based games as a way to assess candidates’ behavior traits. AI appeals across genders. Another factor that can make a difference in hiring is how job postings are written. The Conversation [4] has a piece on ender bias that explains how men respond to self-oriented language. It can learn to use neutral language to decrease bias towards women when it is fed information from millions upon millions of job advertisements. The system will learn how to generate job descriptions that sound neutral and avoid gendered pronouns. LinkedIn and other companies have gone further to train their AIs for resume generation to include gender-specific traits. AI Removes its own biases. This is one of the greatest advantages to using AI in recruitment. [5] HR professionals from Washington state explain that, even though one may be aware of the biases involved in the recruitment process and how they can impact hiring decisions, it is possible to still have unconscious biases such as choosing people with whom one has a close relationship. AI can be programmed to allow for more data to remove biases. This fine-tuning, like all the other benefits that AI can bring, requires human intervention. Companies like Clovers [6] have created AI bias-reduction tools. All these points highlight the importance of AI in identifying weaknesses in recruitment processes. AI can also improve itself and deliver better results. This makes it the perfect ingredient to diversify your recruitment process. Refer to: L. Columbus [1], “8 Ways that AI Transforms Management in VentureBeat”, para. 2, March 25, 2021. [Online], Available: https://venturebeat.com/2021/03/25/8-ways-ai-is-transforming-talent-management/. [Accessed November 17, 2021]. [2] M.S. Leo, Dear Hiring Manager: Please stop using Take-Home Assignments!”, . 2, November 29, 2020. [Online], Available: https://pub.towardsai.net/dear-hiring-manager-please-stop-using-take-home-assignments-fa0ebae0a4e0. [Accessed November 17, 2021]. [3] LHH staff, “How To Emphasize Soft Skill in Your Personal Branding,” LHH par. 8, no date. [Online], Available: https://www.lhh.com/us/en/individuals/resources/how-to-emphasize-soft-skills-in-your-personal-branding. [Accessed November 17, 2021]. [4] E. Oldford and J. Fiset. “How to Avoid Gender Bias In Job Postings.” The Conversation. par. 9, August 18, 2021. [Online], Available: https://theconversation.com/how-to-avoid-gender-bias-in-job-postings-165037. [Accessed November 17, 2021]. [5] University of Washington Human Resources “Bias and Hiring,” University of Washington par. 4, no date. [Online], Available: https://hr.uw.edu/diversity/hiring/bias-and-hiring/. [Accessed November 17, 2021]. [6] P. Albinus: “Think there’s no bias in your hiring process?” AI Says Think Again,” Human Resource Executive, par 2 & 6, November 16, 2021. [Online], Available: https://hrexecutive.com/think-theres-no-bias-in-your-hiring-process-ai-says-think-again/. [Accessed November 17, 2021]. Lenovo Chromebook Flex 3 11″ Laptop, 11.6-Inch HD (1366 x 768) IPS Display, MediaTek MT8173C Processor, 4GB LPDDR3, 64 GB eMMC, Chrome OS, 82HG0006US, Blizzard White $319. 99 $194. 00 (as of December 3, 2021 05: 19 GMT -05: 00 – More infoProduct prices and availability are accurate as of the date/time indicated and are subject to change. The price and availability information on [relevant Amazon Site(s), as applicable] will be applicable to this purchase. Site_host% participates in Amazon Services LLC Associates Program. This program allows sites to make commissions by linking to and advertising on the following websites. %associates_list%)
