Recruitment and AI
Don't accept or reject me for what I was….I'm not the same person anymore..
I’m often intrigued by use of AI in screening Humans for a job. We did a small experiment* (300 times only!) with profiles of some really good professionals to check how some of these ‘AI’ hiring algorithms work. We reduced/changed ‘keywords’ from their CV’s and applied for relevant vacancies online.
None of these ‘Profiles’ got an interview invite.
The following questions cropped up:
1. Are we un-knowingly dumping talent in the name of volume ‘automation’?
2. If someone is a damn good Professional, but has little or no knowledge of ‘keywords’; then does s/he stand a chance to work for your company?
3. Will your company be willing to share ‘algorithm behavior’ & job wise ‘key-word’ list with applicants? I mean, I need to know the rules of the game before playing it!
4. AI models probably evaluate ‘past success’ & ‘past failures’ from a #cv . ‘Success’ may get an interview invite but the ‘failure’ will certainly receive an automated regret mail. How does #AI decide that the past performance will or will not sustain in the future?
#Hiring is not just any ‘job’. It’s a massive responsibility. Who you get on board will determine the course of your company. Think about it!
So at Atmoz, we strongly believe that atleast in the field of HR, HI- ‘Human Intelligence’ is enough!
Author: Nand K Agarwal