4 Major Effects of AI on Recruiting & Diversity

As human beings we are tuned to have conscious or unconscious bias. The recruiting process is also not spared and this is not a very good news. An organisation may lose on lot of potential employees due to unconscious or conscious biasness.  

We all are aware of the benefits AI bring to the recruiting process. It helps in a great way to eliminate repetitive and time consuming tasks. But one of the interesting befits is it helps in minimizing the unconscious bias from the recruiting process.

Below mentioned are 4 ways how A.I reduces bias in the recruiting process:

1. Job Postings:

We will all agree to the fact that the job description plays a very important role in attracting potential candidates. It should be straightforward and clear but have we ever thought what it is that may repel the candidate. As per research there are some adjectives like competitive, aggressive passionate brilliance may turn off certain group of candidates.

Most of us may not have even realized but alternative words like committed and responsible have the capacity to attract more diverse pool.   

Sentiment analysis is a technique that can help in identify the language that can repel candidates and change them to the ones that can attract a gender diverse pool of candidates.

2. Sourcing:

AI learns the qualification of a role from the job posting and then look for the candidates online or from the data base the recruiter has.

This doesn’t give any importance to the location or caste creed of a person and can help hire as per the skills and education required to perform a job. The Data would pick up only the information that is relevant to the job opening.

AI bypass  this type of unconscious bias because it can be programmed to ignore demographic information such as race, age, & gender as implied by a candidate’s name or graduation dates.

3. Resume Screening:

The resume screening process can be automated as it can learn the qualifications of the existing employees and apply the knowledge to screen and rank the new candidates. AI can aggregate their behavioral science data and create an “Ideal Profile” which hiring managers can recruit and benchmark against, saving countless hours in the filtering and interview process.

The best thing is AI can be programmed in a way that it can ignore the demographic information and help avoid unconscious bias at the screening phase.

4. Messaging:

The Chatbots have been successful in doing a lot of pattern jobs for a recruiter like asking screening questions, answering FAQs and even scheduling interviews at one go with thousands of candidates in real time thought the career website or via SMS and email. All the information can be stored in the ATS and the follow up can be done by the recruiter.

They can reduce the workload of a recruiter to a great extent. The chatbot can minimize biasness in the recruiting process by giving consistent and objective treatment and communication with candidate.

 

 

 

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