- More and more organizations are opting to carry out personnel selection and recruitment processes through technological means.
- Algorithms and artificial intelligence are prominent among these.
- But what’s wrong with this process? We show you below.
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The selection and recruitment processes of organizations have changed a lot in recent years, so much so that machines and artificial intelligence are in charge of some of these steps.
Technological tools used by companies use algorithms and artificial intelligence to analyze resumes or choose who moves on to the next stage of the selection process.
The progress that is being observed in this matter these days may lead one to think that the future lies in its direct implementation in all kinds of issues. But the reality is that these algorithms don’t always work right.
A study done by Harvard Business School showed that these artificial intelligence-based systems use very simple criteria. This contributes to the widening of the talent gap based on the competency of professionals.
Furthermore, these algorithms are discriminatory and include biases based on gender, race or age.
« Now everything is called artificial intelligence, as everything was called five years ago big Data, Basically they are data tables”, Vicenç Álvaro, ManpowerGroup’s Marketing Director for Southern Europe, explained with a chuckle.
Alvaro indicated that the problem is that they try to “predict what will happen in the future” using “past information” and therefore, “these data may be biased.”
“If you take the history of the best leaders of the 20th century to apply to the people of the 21st century, it turns out that they are white, straight, middle-aged men,” he said. “Of course because opportunities were not given to women, to people of color…”.
Is this a surefire method?
However, the manager distinguished that “the algorithm is not the culprit. What it does is take a reality and extrapolate it to the future».
Furthermore, he defended that “artificial intelligence can be very interesting, as long as the data we feed it is based on a neutral environment.”
Álvaro specified that, at present, this type of system should not be seen as an infallible method for hiring personnel, – they need to be helpful tools so that only selection technicians can interpret this data .
“We are big believers in the concept used by MIT (Massachusetts Institute of Technology, for its acronym in English),” said the ManpowerGroup manager.
“The use of technology has to be in collaboration with the individual, because there has to be someone to interpret that data, who knows where it comes from, who understands why it is there.”
Vicente Alvaro opted to view the process more as a pairing in which an AI generates a series of data and a professional interprets it and makes decisions based on it.
“The machine will always be a helper, it will improve efficiency and processes, but it will not be the decision-maker.”
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