How AI Recruitment Removes Unconscious Bias in Diversity Hiring

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Posted by: Skill Demand Comments: One Comment 0 Post Date: November 3, 2020

AI Recruitment Removes Biases for Diversity Recruitment

Technologies have a good and bad impact based on the user, contrary to the popular notion. People think that Artificial Intelligence (A.I.) will replace human intelligence, and therefore humans work with an inherent bias toward not utilizing the technology effectively. 

A.I. is the robotic emulation of redundant human processes. So far, we have not realized our strategic potential because we engaged with the tactical. Human behavior has impeded realizing A.I.’s maximum potential, particularly in a sector like recruitment beset with repetitive manual interventions. 

Let us be on one page on this about A.I. as a programming of what we want the technology to deliver and not the other way round. Concerning A.I. in hiring, A.I. is the solution to iron out hiring biases and promote equal opportunity across class, clour, creed, and race as A.I. filters out natural human biases.

Unconscious Biases Affect Diversity Recruitment

When professional recruiters review applications, there is an inherent knowledge bias. A recruiter with no hang of human experiences and psychology will naturally fail to realize the potential of unconventional applications. In many cases, recruiters are not sure about accepting applications from minorities and older workers. Women of color or returning moms experience undue scrutiny in many organizations while going through the interviewing process. Ironically, this kind of bias is not even registered by the recruiter responsible for it because their rationale is culturally affected.

Regarding hiring from professional networks such as LinkedIn that attracts a modest number of applications for each job opening posted by a recruiter, it is another unconscious bias level. Given the amount of response it receives, LinkedIn has its algorithm that automatically stacks up applicants based on keywords relevant to the job opening description. Here, a candidate may not be actively interacting on LinkedIn for LinkedIn to gauge their interest. Now, when such a candidate applies for a position through LinkedIn, LinkedIn fails to connect the dots and places the application at a lower rank. When recruiters review applications, their application is far from being reviewed. 

Here’s another form of bias, and we are trying to label it. The situation is in which recruiters are free to reject candidate applications based on business requirements. This is the shadiest part to contest, and most businesses try to take shelter under this alibi. For example, suppose a business has to hire a communications expert. In that case, they will incline toward hiring a white over a black or brown given the notion that communication language is native to the white. Come to think of it; it is certainly ridiculous, but it is a practice that has fraught legacy American businesses and other SMBs for ages. We see a lot of activism in this regard, but as we said, it is hard to underline this bias because the U.S. law does allow recruiters to appoint people based on winning characteristics. 

AI Recruitment Removes Biases for Diversity Recruitment

Now, we have an idea of the three most peculiar hiring biases that plague the recruitment industry. At this level, you can judge how A.I. technology can reduce the hiring gap and contribute to workforce diversity. A.I. in recruitment is the smartest and the bravest of solutions that need to be informed of skills and experience based on which the algorithm will shortlist candidate applications. In doing so, a recruiter doesn’t feel challenged in making the right selection, impacting their monthly target. An A.I. recruitment software ignores racial or cultural differences and reviews the entire pool of applications, unlike LinkedIn.

Yes, we do have a long way to go and not get all lost in the potential of an A.I. recruitment software. We still have to intervene and interact with our chosen candidates to decide that perfect match. But we have to admit the effectiveness of a standard A.I. recruitment software in expediting our screening process and simplify our aspirations to be a more culturally diverse workplace. To do so, there’s no better time than today, and for that, you know you can connect with SKillDemand’s expert hiring consultants.

Skill Demand
Author: Skill Demand

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Comment (1)

  • Lav Jhanji Reply

    Great Article. Thank you for sharing.

    November 5, 2020 at 8:22 pm

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