Computer algorithms and artificial intelligence programs may make hiring practices at large firms more efficient by saving them money. Computer programs reduce the need for human interaction when it comes to digesting experience, social media posts, online searches and job skills on a resume or online application. However, some experts believe that this technology may unnecessarily weed out top talent. Find out how to balance high-tech hiring and human touches during a job search.
What Technology Looks Like
Hiring technology, computer algorithms and high-tech software come in many forms. Programs take keywords found in online applications and resumes, run them through an applicant tracking system, and determine the top candidates based on rankings and criteria set by employers. Applicant trackers are common for large and medium-sized companies, but those aren't the only tools companies use.
Chatbots and automated email systems can schedule phone and video interviews. You might get an email or chat message that looks like it's from a human, but really, it's from an artificial intelligence program that answers your questions and creates the hiring manager's schedule. One difficulty with this system is that chatbots and automated programs may not be able to answer detailed questions from candidates.
Computer algorithms can sift through a company's current hires by analyzing mountains of data, including educational background, years of experience, job titles and skills, to predict the success of a candidates who apply for jobs. These algorithms might eliminate candidates based on that data, in addition to offering rankings based on keywords in a resume.
Why Technology Matters
Companies say hiring technology and computer algorithms reduce turnover and eliminate bias. For example, computer information can eliminate inherent discrimination when someone prefers a graduate from their university versus another applicant. The more information an algorithm has, the more accurate it gets when it tries to find a perfect fit.
Computer programs can also help with issues relating to bad hiring practices. One example stems from a company seeking people who worked well at makeup counters. Hiring managers mistakenly thought more gregarious people would work well in those positions, but hiring technology showed that problem solvers who spent more time delivering personal touches to customers performed better. By changing the scope of who the company was looking for, it reduced training costs and turnover when it developed a more accurate model of hiring.
How to Navigate Computer Programs
One problem brought on by computer algorithms and software is that older people, who are generally less tech-savvy, may refuse to go through them. The answer here is to use technology to your advantage. Use word clouds to discover the top keywords in a job posting to add to your resume. Research the best formats for resumes and use computer programs that help build resumes to your liking that capture the attention of both humans and robots.
Tap into social media to make connections. More and more companies rely on referrals from employees already on staff to make hiring decisions, so navigate your network to do away with the automated process and get a good reference.
Computer algorithms are here to stay, since they offer many benefits to employers. What tips or tricks do you use to get past automated systems when looking for your next opportunity?
Photo courtesy of clarence hogan at Flickr.com
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