Humans use emotions and intuition to extrapolate and create scenarios in order to make decisions that allow anticipating the future and, hopefully, lead the company to the best results possible and reduce Candidate Bias.

When humans try to interact with each other Bias can tend to influence the result of the decision.

During the recruiting process, HR professionals tend to stereotype and make uninformed choices based on gender, ethnicity and so on.

“Unconscious racism, ageism, and sexism play a big role in whom we hire.”

Artificial Intelligence can be defined to be blinded to these and other traits.

To surpass this and other sources of Candidate Bias, in 2015 Google started using qDroid, an internal recruitment tool which provides interviewers with more reliable and unbiased questions that disregard background. The head of Human Resources said that this provided a “reliable basis for sifting the superb candidates from the merely great.” Other companies use other bias-reducing Artificial Intelligence software that allow to host digital blind auditions (to see past keywords on a resume) or to analyze recruiting adds and ensure that the add is appealing to the target candidates.

These AIs help HR professionals to select promising candidates from a large number of applicants. But still leaves a heavy workload of multiple stages where data can be gathered and used to make better decisions and better-selected algorithms. With more data and more results, the Artificial Intelligence can be taught to select better candidates in the early stages of candidate selection, improving the number of hires (in case of Selection Firms).

Nowadays Artificial Intelligence already allows for example:

  • “to scan candidates’ profiles and posts on social network platforms like Facebook, Linked-In, and GitHub to automatically update old resumes.”
  • “can help to tell the company if the candidate is good, bad or average depending on its past hiring patterns.”
  • An AI-based platform can “analyze interviews on the basis of facial expressions, words being used, voice inflection and micro gestures to assess a candidate.”

Human Resources experts aim with Artificial Intelligence to be able “to combine past data, candidate psychology, and engagement analytics to predict the likelihood of a candidate dropping out.”

Human Resources experts aim with Artificial Intelligence to be able “to combine past data, candidate psychology, and engagement analytics to predict the likelihood of a candidate dropping out.”

On the other hand, Artificial Intelligence can also be used to reduce Candidate Bias and improve employee relations by faster and more adequate replies to employee questions. By programming automated email or instant messaging replies to common questions, the workload for Human Resources departments can be reduced increasing the Human Resources team available time for more complex questions and positive engagement with the team.

Overall, Artificial Intelligence interactions are unbiased and can add value to all personal interactions by providing more available time to HR professionals so that they can have richer interactions and focus their time on higher value tasks.

By leaving routine and monitoring tasks to the Artificial Intelligence, HR Professionals can take action faster since the Artificial Intelligence can detect the patterns faster and earlier most of the times.

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