As companies rely more on machine learning and artificial intelligence (AI) to find the suitable job candidates, is the recruitment in danger of losing that personal touch?
Peter Lane, of 21 years of age, who graduated last summer from Cardiff University with a degree in History, it is the hope of getting into the business of consulting.
Has applied for 55 jobs and security for around 15 interviews, but believe that technology has hindered rather than helped his search. The interviews were not what was expected.
“They were all video-based screening interviews – I didn’t even get to know my potential employers,” Peter said to the BBC.
“There was No way of knowing if I had impressed with my answers or experience as there was no human interaction.”
Automated rejection letters were another problem for Peter, who is currently doing an unpaid internship in the Solent NHS Trust.
“Only 10% of potential employers have given me a detailed feedback,” he says. “As job seekers, we need to know where and how we can improve – whether it is with our CVs, work experience, or even personality.”
But this is the new world of technology driven by the recruitment – and we better get used to it.
Kiddy & Partners
Hiring and firing is a time-consuming and expensive business, so the companies are trying to automate as much as possible. And AI is touted as the answer to almost all of the corporate recruitment of the prayer.
“AI helps reduce the unconscious and conscious bias in the hiring practices by removing common trends, such as the recruitment of people who are similar to you and first impressions,” maintains Elle Robinson management consulting Kiddy & Partners.
“Through the observation of the voice, tone and facial movements in filmed interviews, well-programmed algorithms can speed up the recruitment process and a more objective way of determining suitable candidates based on the basic criteria for a role.”
The key phrase is not “scheduled”. What if the algorithms are biased?
“Relying on technology alone is insufficient,” believes Neil Griffiths, a consultant with the executive search firm of Korn Ferry.
“Just like humans, the robots are not totally objective in their judgments, and have been known to exhibit the prejudice of those who have been scheduled.
“The analysis of the historical data, the machines can be oblivious to the evolution of society and of the crucial changes in thinking. In consequence, a society of humans and robots in the hiring process and ensures a more nuanced result.”
Plaintiff web sites, without doubt, have made it easier for employers and potential employees to find each other, and computers can sift through CVs very quickly, reducing the number of suitable candidates based on keywords associated with the job function.
Computers never get tired and are consistent in their approach – unlike that of human beings.
“Employers do not have time to verify the credibility and evaluate the skills of each potential candidate,” says Chris Butt, founder and chief executive of Cognisess, a predictive analysis of the company.
“Our system creates a digital profile, not only of the data of your CV, but their responses through evaluations and video interviews.
“Analysis of facial signals, body language and even their way of speaking. It then assesses whether the data collected from your CV is not only true, but also how good a fit for the role you are.”
Bold assertions of fact. But what if, like most of us, you are a bit nervous during the interview and not acting naturally?
“The machines learn to distinguish between what is typical and what is abnormal in human behavior, so that you can recognize if candidates are nervous and may not take this into account and adapt the algorithms to account for this,” the Lord says to Stop.
But can an algorithm really know if a CV is truthful?
More than a third of those who have exaggerated the experience of work, she found Xref, a reference to the verification of the platform, while more than a quarter of a mould your CVs to suit the role you are applying for, with the hope of recruiters do not have time to check references.
Gemma, 23 years old, graduate, is currently looking for a job, and supports slightly embellish your CV.
“When you have the same experience as thousands of other work of the graduates that you need to make sure that your RESUME stands out from the millions of people that employers every day,” she says.More Technology of Business
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“I have only slightly modified my CV, but it could be the difference between getting in front of a potential employer or not.”
Xref believes that the only way to know if the candidates are telling the truth is to take these references employers usually ask for, but often don’t have time to check properly.
“No CV, social media profile, check or interview is as powerful as a legitimate reference detailing the experience,” says Lee-Martin Seymour, Xref co-founder and executive director.
The Sydney-based company has taken the slow, traditionally manual process of gathering references from previous employers and more efficient, using a secure online platform.
Xref prompts for the candidates’ referees for feedback, then discusses the language used, looking for positive, neutral and negative sentiment.
In the same way, temping agency Flexy saw an opportunity in the rapid temporal evolution of the job market and began to use a combination of psychological profiling, data analysis and machine learning to match reliable informal workers with the right companies.
“Use the data to establish trends and the feedback is a very powerful tool within the temporary staffing market, as it is important for workers to be efficient, reliable and trusted,” says Oliver Crofton, Flexy of the director-general.
The technology can make the hiring people faster and easier for businesses, but it is not an end in itself, “says Raj Mukherjee, senior vice president of product in the plaintiffs’ employment of the web, in Fact. The human element must not get lost in the mix.
“AI-powered technology gives recruiters a new time to make human connections, it becomes the plaintiff’s employment experience, and ultimately, help to match talent to roles,” he says.
But for the applicants as Peter Lane, is to actually do the job-hunting process more impersonal and confusing. Follow the Business Technology editor Matthew Wall at Twitter and Facebook
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