Hiring companies and professional recruitment experts at large are typically looking for innovative ways to find talent as quickly and efficiently as possible. As a result, most people in the business of recruitment have turned to artificial intelligence and algorithmic technologies as a way of getting a running start during the process of making better hiring decisions.
Cutting-edge companies are, more and more frequently, making use of what’s known as applicant tracking systems (ATS) to find the top talent within a specific radius of the job posting. As a result, most resumes and CVs are rejected before a person can have the chance to see and review them – this advanced filtering system is the true beauty of algorithmic hiring; you can visit IQ Partners and their informative website for more details about the nature of these technological innovations.
Ultimately, as a species, we’re approaching a more automated kind of world. In the coming years, we might see robots deciding whether or not we’re worthy of a job or corporate position. Indeed, the more advances we see in software code, the easier recruitment protocols will become. Talent will eventually be synonymous with who or what is most appealing to the code. There are, of course, some potential drawbacks to this kind of system.
Why Algorithms are Potentially Dangerous
Computers – while they may be extremely efficient –are still prone to making mistakes. Indeed, data isn’t always going to be accurate, particularly if a human is required to do the initial input. Consequently, if hiring managers make decisions based on erroneous data, they could hire a potentially toxic employee.
No doubt, algorithmic hiring is still in its infancy and many things need to be improved upon to make it a more reliable and foolproof recruiting device. In other words, it shouldn’t be the only tool employed by recruiters – it needs to be used in tandem with logic and facts. In other words, an algorithm should be one of the many tools an executive recruitment team uses to make a hire, rather than the thing which makes the decision itself, lest a great deal of bias jeopardize the process.
Why Your Company Should Use an Algorithm
Ultimately, it’s an exercise in saving money and making profits come to fruition. By using technology, you’ll find candidates that are specifically talented in areas that you need them. Because algorithmic hiring is the process of using a computer algorithm to assess candidate applications, date from resumes, cover letters, and application materials are readily available for re-evaluations.
Recruiters can compare and contrast an applicant’s fit for the job quite effortlessly. This means that a position won’t be empty for a particularly long amount of time, and you can get your projects in working order as soon as possible.
Moreover, most companies can reduce the amount of time spent combing through resumes and, instead, weed out unqualified candidates and more quickly identify the candidates who are actually worth interviewing. In this sense, there’s no time to waste – if time is money, an algorithmic hiring process will surely ease your worries as a professional recruiter.