Challenges of Digital Recruitment:
- Avoid bias by algorithms
- You don’t feed the system with functional data
- Design and implement ethical big data policies
- algorithm discrimination
Companies look for suitable candidates, but they also lose valuable talent due to the lack of flexibility and the reluctance to train staff, on the other hand we also find candidates who are overqualified for a job position, who do not find a job and look for other options with lower salaries .
How does your company avoid bias in Digital Recruitment?
We should all be constantly renewing our knowledge, as habits to keep our brains healthy.
The New Normal has accelerated or redesigned various processes in companies and Human Resources is no exception. Job descriptions to fill vacancies, without a doubt, can strengthen the reputation of companies or affect it and when applying to some vacancies, we must first ensure that the information is attractive and adequate for the candidates.
Various processes have been automated, applications also use us to collect data. Now it is normal to talk about Artificial Intelligence, Machine Learning, People analytics, among other disruptive technologies applied to Human Resources.
Human Resources management has more and more innovations in Training, Organizational Development, Payroll and Personnel Recruitment. Algorithms are not always right, they are programmed with certain characteristics, many times they must be modified.
The Personnel Recruitment process must be neutral, without bias of any kind, we must not allow technology to dehumanize us. The algorithms can discard certain people from the Recruitment and Selection Processes, due to certain characteristics.
On the one hand, companies complain about the shortage of qualified talent and on the other hand, the algorithms are becoming more severe looking for fantastic talent.
How do you prevent your robot or algorithm from discriminating against your candidates?
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