AI-powered hiring software is hiding talented candidates from getting jobs

Companies are being kept in the dark about the right candidate due to AI-powered automated hiring software.

AI has certainly changed the way we live, but there’s more to it. Thousands of candidates who deserve the job they apply for are being rejected automatically by algorithms in AI hiring software. This fact has come to the limelight through a new report by Harvard Business School and Accenture.

The report titled HIDDEN WORKERS:UNTAPPED TALENT is authored by

Joseph B. Fuller
Manjari Raman
Eva Sage-Gavin
and
Kristen Hines

Companies are becoming increasingly keen to hire employees who will be the right fit for the job. So, they implement new age, artificial intelligence based recruitment software and applicant tracking system. Irrespective of millions of dollars spent on HR Technology, they might still wonder what went wrong?

Due to the fact that organizations continue to struggle to recruit employees with the necessary qualifications, their efficiency and growth opportunities are jeopardized.

A large and rising number of individuals are jobless or underemployed at the same time, and they are eager to find employment or extend their working hours. It’s high time these companies realize that the automated system is really not helping them the way it should be. The report says, because of the methods that most organizations employ to identify talent, they are essentially “hidden” from the vast majority of enterprises that might benefit from their services.

The irony is that these are not candidates who don’t need a job or lazy. These are talented professionals who are desperately looking for the right company to work. Some either remain unemployed and a few only get a part time job to earn their living.

Here’s what organization’s must focus on to hire these hidden talents

A new perception to job description is required

Instead of re-evaluating job descriptions from the ground up, the majority of firms just add new skillsets preferences to current job descriptions. The consequence is a candidate profile that is densely packed with legacy requirements and “good to have” characteristics, rather than a candidate profile that is focused on a small number of “must-have” talents and experiences that are directly related to success in the position.

Configuring systems to be more accept candidates who fulfill core requirements of the job

Moving from “negative” to “affirmative” filters in an Applicant Tracking System or Resume Management Software is crucial. These HR Technology systems  depends heavily on “negative” reasoning to winnow the applicant pool.

Developing new measures for evaluating the acquisition of talent

The present approach places a strong emphasis on and rewards cost-cutting measures. It should place a strong emphasis on leveraging human assets. It is necessary to assess recruiters and the talent acquisition procedures based on criteria such as the time taken for a new hire to attain desired levels of productivity, attrition rates, and rates of progression in the work they do.

I would request you to read in report in detail but the below graph is something that I wanted post here.

Taking long time to find job

It’s hard to find a job once you lose one, because for the first time since the Great Recession, it’s taking longer to find a good job.

The problem is certainly not HR Technology, Recruiting tools or AI. The report clearly gives solutions to the problem. A little bit of human interruption in the way they use the tool can certainly benefit both these companies and job seekers

Venkat

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