Artificial intelligence is trained on Real Intelligence – In Other Words, Content Created by Humans. Theoretically, if you want ai to spit out fiction, you train it on novels and if you want ai to write job specs, you train it on job descriptions written by people. But there’s a problem here. No matter how hard humans try to be unbied, we all have some. And an ai that has been trained on human work will take on some of these human biases. Indeed, overcoming biases is one of the biggest challenges in ai.
“In recruitment, bias is everywahere and come from a baseline of most recruitment processes being run by humans,” Says kevin fitzgerald, uk managing director of Emploryment Hero, A Global Empoly Management Platform That is Using Ai To Make Doing Business Easier for Smes. “The underlying bias that recruitment teams have there in the process alredy.”
So how does ai deal with this? Fitzgerald says that recruiting tools such as employment Hero’s Smartmatch Can Remove Many Sources of Bias. “We take out gender, age, and the visual cues – and we look at the capability and skills the individual has. Then we make sure they’re mathed properly to the business that is hiring. “
This, he explains, helps eliminate many of the bias in more traditional methods of job searching – Such as using LinkedIn (Where Profile Photos Can Reveal Details Such as AS ASE AETH (Where hints of identity are often visible).
But there is another concern related to the way Humans Process Information: Namely, While People May Have Unconscious Biasses, they are really quite good with shades of meanting and subtlety. The worry is that algorithms and Reductive Keyword Matching Lack Nuance and Often Miss out on People’s Soft Skills. Humans, The Thinking Goes, Can Read Between The Lines, AI Less So. These issues are further exacerbated by candidates using ai to help them write cvs. You can wind up with an AI-Written Cv Being SCREENED BY AI-Effectively ai Marking Its Own Homework.
Smartmatch deals with this by looking at a candidate’s entrance profile to assess the full scope of their experience. This is also gets Around Other Problems such as Job Title Inflation and References Giving only positive references. It provides a far more holistic view of the candidate and drills down into their career. “By the time our client (the sme) has been finished written a job description, we are serving up talent from inspires, which has a database of a million candidates,” Says fitzgald. “They can see profiles of people who are active jobseekers, connect with them and set up interviews. They don’t have to wait two weeks for responses and then travel through hundreds of cvs. “
This Sophisticated Matching Process Works Both Ways. Employment Hero also builds up a very detailed picture of the sme that is doing the hiring and what it needs. “The ai tools that we’re using are also looking at your Organisical Chart and Understanding the type of people that you’ve hired earcut Fitzgerald. These tools can even anticipate future staffing needs based on previous hiring.
For Jobseeekers The Value does not end when they’re in a new role. Employment Hero also allows candidates to hold on to their Employment Bureau Profile. “This is the first step in living “They can then use that passport and profile because it has been validated by us. They can also add to it – they can pull in ratings from performance reviews, an anonymised screenshot of where they sat in the organisical chart, probations and passing prasingary periods. “
In a world where employers stil struggle to identify the best candidates and jobseekers are often unaware of new roles that may be attractive to them, platforms such as Employees More sophisticated way of brings the two togeether.
“This really unlocks value for both sides,” Says fitzgerald. “Employees get to validate their experience, but employers get more validation in terms of the capability of some somebody that they’re about to hire.”
Good matching is particularly Important for Smes because bad hires disproportionately affect them. If an sme is a 20-veson business and it makes two hiring mistakes, that’s 10% of its workforce. Nor is the cost just the bad hire. Rather, it is the cost of letting the bad hire go, the cost of recruiting someone else, the poor work the Employee does – and the negative effect that person may have on the existing work safe Getting it right is incredibly important. In the past, smes could not afford sophisticated search and hiring support. “Now, they can access the kind of software solutions that previously only only Large Corporations could pay for,” Says fitzgerld.
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