Automated Resume Screening: A Solution to Bias in Online Recruitment?

AI is able to sort through the plethora of online profiles in order to find passive candidates who might be interested in applying for new positions. But, it’s essential to have a team of human recruiters overseeing this process to ensure that the algorithms don’t duplicate or amplify existing biases.

Unfortunately, the engineers involved in the machine learning algorithms employed in certain recruitment tools may transmit their biases and unconscious beliefs to the algorithms (Miasato and Silva 2020). This causes discrimination.

AI in Recruitment

AI technology can reduce conscious and unconscious bias throughout the process of recruitment. AI software for recruiting can generate unbiased job descriptions and flag exclusionary language to allow teams to find more diverse candidates.

A AI tool can identify patterns in resumes and help highlight those candidates that recruiters might have overlooked. Certain tools are able to assess candidates’ motivations, genuine interest, and expected tenure, in order to provide recommendations that will help improve the hiring process.

However, human bias can remain in certain recruitment tools. Amazon, for example has found that its facial recognition program was biased against women and whites. This resulted from the absence of diversity in the data set used for training.

All recruiters must be aware of the effects AI could have on their recruitment. This can be achieved by making sure that all team members are educated to use the AI and then analyzing the results of the data for any biases that could exist. In addition, a data protection strategy that is compliant with the regulations on data protection should be implemented for every AI tools.

Bias Detection during Hiring

It is hard to recognize unconscious biases in the hiring process, and they can lead to costly mistakes. Even if your organization employs a variety of interview panels and employs standard screening questions, unconscious bias may still be a factor in determining who is hired.

It doesn’t matter if it’s the name of the candidate or age or address, any of these factors can trigger a hiring manager’s gut reaction and influence their decision-making. A bad hire can cost the organization more money than hiring an employee with a higher level of expertise.

In the case of employing AI for recruiting, there are a few strategies you can use to reduce bias. You could, for instance employ blind assessments to remove names from the initial screening and concentrate solely on qualifications like work samples and skill tests. This will help establish an objective standard and decrease the effect of unconscious bias. Additionally, you can implement a structured interview procedure that lets candidates meet with different managers from different areas of the business. This will reduce the impact on in-group bias, and identify the people who best fit to the culture of the company.

Inclusive Employment Practices

The process of interviewing is the one the most likely to be impacted by bias that is unconscious. Following modern inclusive hiring best practices can to make your company more welcoming and attract the best talent from a variety of backgrounds.

Inclusion hiring practices begin by providing job descriptions that are transparent, avoid coded words and concentrate on the skills required for the job rather than other criteria that may screen out candidates. It is also important to use structured interviews with the same questions for each candidate and to omit the identifying information such as name and gender from resumes prior to assessment so that assessments are solely based on skill and previous experience. Additionally, providing ongoing unconscious bias training for interviewers will help reduce the impact of biases on their ability to judge and evaluate candidates.

Inclusive hiring involves more than quotas and policies; it is a change in culture regarding how your company views its employees. Change in your company’s culture is a journey and takes time however, you can establish a strong foundation with the right tools and resources. HRbrain provides a range of AI-based tools that help to increase equity in the selection and recruitment processes.

Automated Resume Screening

Many recruiters are overwhelmed by the number of applications they receive. Automating resume screening can aid recruiters to manage this process more efficiently by finding and evaluating applicants according to their work abilities, experience and education. It will save time since it does not require the need to review and analyze each resume by hand and reduces the chance of bias that is unconscious.

However, an automated software for assessing resumes could also have its limitations. For example, if a software prioritizes pedigree in evaluating applications for jobs, this could cause it to favor candidates from prestigious tertiary institutions over those from households with lower incomes and introducing bias.

For your AI software to judge candidates objectively, it is essential that the inputs are accurate. It is also helpful to include the description of your job all the essential factors you’re expecting the candidate to meet, such as soft skills or a certain level of knowledge. This will help AI to evaluate and select candidates according to their capability to fulfill the job, eliminating biases during the beginning of assessment.

AI-Driven Job descriptions

AI tools assist recruiters in the process of creating and managing job descriptions by focusing on important elements, like responsibilities or required skills. It saves time and maintains the sameness across all job postings. Modern AI job description generators have options that can be customized to allow job seekers to customize the tone and length of their job descriptions to reflect their brand’s voice and the culture.

Furthermore, AI tools help recruiters improve job descriptions to ensure SEO (SEO) by identifying the most efficient tuyen dung da nang keywords for a specific role and industry. This increases the visibility of the job advertisement and increases the chances of candidates getting it through organic searches. Some AI tools for recruitment also include inclusiveness checks to detect problematic words that may discourage those from groups that aren’t represented in the application process.

AI can reduce biases that occur during initial screening process, however the final selections of candidates should be taken by human beings. In addition, relying too much on AI tools could make the hiring process seem impersonal and turn off applicants. AI can be utilized to automate repetitive tasks, however hiring managers who are human keeps the experience enjoyable and friendly.