3 Myths About Hiring Algorithms

Still hesitant on using an algorithm to help you with hiring? Let’s debunk some algorithm myths.

By: Cullen Lewis
In order to recruit and find talent, many companies are turning to algorithms as an option to fill a job fast. Hiring algorithms can help to diversify your workforce, eliminate bias, and give you an accurate match to the skills you are looking for. A process that revolutionizes and changes the status quo always comes with its doubters though.
 
“Algorithms won’t diversify your workforce.”
 
Companies use an algorithmic recruiting process to diversify their workforce in every aspect. Algorithms ignore resume points like school, names, which can imply ethnicities or gender, and previous job titles. If workplace diversity is what you are looking for, using an algorithm is the first step towards achieving that goal.
 
“Hiring through an algorithm is impersonal and you won’t get to know the candidate.”
 
When you recruit with an algorithm, the process is through artificial intelligence. That does not mean you can not interact with a candidate! You can create a hybrid approach to hiring like Unilever. Unilever has ditched the resume and uses an algorithm when hiring entry-level employees. After submitting their LinkedIn profiles, candidates are then asked to answer a series of interview questions which they have to respond via video message. The algorithm then tracks the candidate’s body language, keywords, and other factors. If the candidate makes it through, they go to the Unilever office to meet the manager and go through a day-in-the-life inside the office. If the manager believes they are a good fit, they will receive a job offer. This is one example of how you can both have an algorithmic and interpersonal hiring process.
 
“Hiring algorithms are inaccurate and can miss the top candidate for a position.”
 
In the past when deciding on who to hire, human resource professionals used human intuition and critical thinking. Data was something that was glanced at but did not calculate or hold priority when dealing with new hires. According to Harvard Business Review, this is one of our flaws as human beings. When dealing with hiring decisions, a simple algorithm outperforms human decisions by at least 25%, especially when there is a large pool of candidates. The algorithm can take and compare data that may look like filler to the human eye, but can be one of the most important attributes when looking for a top candidate.
 
It’s a big step to go into a recruiting system based off an algorithm. In debunking these myths, we know that you can feel more comfortable using AI to help you find the talent that you need.