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Artificial Intelligence (AI) and Machine Learning (ML) tools can match jobs to people with the greatest traits for the post, allowing for improved efficiency by reducing the amount of time HR professionals spend searching through resumes and other hiring materials.
FREMONT, CA: There is little doubt that workplaces that are more diverse and inclusive have a competitive advantage over those that are not. In truth, diversity and inclusion are inextricably tied to an organization's innovative approach, allowing it to be more creative and nimble.
As more firms establish bold objectives for workforce diversification, the focus will move to their real-world indicators and whether they are meeting their targets. When it comes to human capital management (HCM), we are rapidly nearing a tipping point where talent analytics can supplement subjectivity with objective data-driven decisions that will make diversity ambitions a reality. While these hiring solutions can aid in the creation of a more objective and fair hiring process, Human Resource (HR) management must understand how the technologies function and implement them into their processes in an ethical manner if they are to achieve their objectives.
Technology Can Remove Bias
While the recruiting process is fundamentally subjective, with managers instinctively approving applications and persons they find relatable. Technology can serve as an objective referee. Businesses may create more inclusive work environments by leveraging talent analytics to gain a deeper understanding of why a candidate may or may not fit into a specific role. HR professionals, for example, might use job-specific performance data to determine the behavioral preferences that are most conducive to success in a specific role. Artificial Intelligence (AI) and Machine Learning (ML) tools can match jobs to people with the greatest traits for the post, allowing for improved efficiency by reducing the amount of time HR professionals spend searching through resumes and other hiring materials.
By focusing on behavioral preferences in the early stages of the screening process, talent tools can automatically flag the candidates with the highest probability for success. More and more companies are creating "ideal" employee profiles to hire against to eliminate bias and help HR professionals find the best-fit candidates. If they are not careful, however, creating these profiles can also lead managers to perpetuate the hiring of the same groups over and over, which can hinder a company's diversity efforts.
With AI Comes More Responsibility
While candidate assessment is not a new concept, employing artificial intelligence to help speed up the recruiting process is still in its early stages. As more businesses continue to place large bets on AI to assist them to overcome unconscious prejudices, it is critical that HR directors use AI throughout the hiring process rather than depending on it to eliminate institutional bias. AI is creating limitless prospects for the use of data and new analytic approaches in the workplace, which is why they must be used and executed ethically.
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