{"id":42413,"date":"2021-09-07T10:19:31","date_gmt":"2021-09-07T10:19:31","guid":{"rendered":"http:\/\/icloud.pe\/blog\/?guid=b7e9feeea7d22de993f1321ecadc8e4b"},"modified":"2021-09-07T10:19:31","modified_gmt":"2021-09-07T10:19:31","slug":"automated-hiring-systems-are-rejecting-qualified-candidates","status":"publish","type":"post","link":"https:\/\/icloud.pe\/blog\/automated-hiring-systems-are-rejecting-qualified-candidates\/","title":{"rendered":"Automated hiring systems are rejecting qualified candidates"},"content":{"rendered":"


\n Zach Marzouk<\/a><\/span>
\n <\/span><\/p>\n

\n
\n
7 Sep, 2021<\/span><\/div>\n<\/p><\/div>\n<\/div>\n

\n<\/a><\/p>\n

\n

Automated<\/a>\u00a0hiring systems filter out qualified high\u00a0skilled workers<\/a>, according to a\u00a0Harvard Business School<\/a>\u00a0report focused on how leaders can improve hiring practices to uncover missed talent pools and close skills gaps.\u00a0<\/p>\n

Researchers found that inflexibly configured automated recruiting systems, which are \u201cdesigned to maximize the efficiency of the process\u201d, tend to hone in on candidates using very specific parameters to minimise the number of applicants that are actively considered by an organisation.<\/p>\n

<\/p>\n

\n\u201cFor example, most use proxies (such as a college degree or possession of precisely described\u00a0skills<\/a>) for attributes such as skills, work ethic, and self-efficacy,\u201d researchers stated in the report. \u201cMost also use a failure to meet certain criteria (such as a gap in full-time employment) as a basis for excluding a candidate from consideration irrespective of their other qualifications.\u201d<\/p>\n

As a result, this excludes from consideration viable candidates whose resumes do not match the criteria \u201cbut who could perform at a high level with\u00a0training<\/a>\u201d. 88% of employers who took part in the survey agreed with this statement, admitting that qualified high skilled candidates are vetted out of the process as they don\u2019t match the exact criteria established by the job description. The number rose to 94% in the case of \u201cmiddle-skill\u201d workers.<\/p>\n

Researchers found that automated systems represent the \u201cfoundation of the hiring process\u201d in the majority of organisations, with 90% of employers in the survey using automated systems to \u201cinitially filter or rank potential middle-skills (94%) and high-skills (92%) candidates\u201d.<\/p>\n

The report also found that the rapid pace of change in many occupations, driven in large part by advancing technologies, has made it \u201cextremely difficult for workers to obtain relevant skills\u201d.\u00a0<\/p>\n

\u201cThe evolution in job content has outstripped the capacity of traditional skills providers, such as\u00a0education<\/a>\u00a0systems and other workforce intermediaries, to adapt,\u201d said the report, highlighting that to develop the capabilities employers seek increasingly requires the candidate to be employed.<\/p>\n

To deal with these problems, the report recommended refreshing job descriptions, shifting from \u201cnegative\u201d to \u201caffirmative\u201d filters in automated recruiting systems, establishing new metrics for evaluating talent\u00a0acquisition<\/a>, and enlisting a senior leader to champion, direct, and monitor the evolution of hiring and onboarding practices.<\/p>\n

HBS\u2019s global study included a survey of over 8,000 \u201chidden\u201d workers, those who miss hours,\u00a0unemployed and seeking work, or those who are not working or seeking employment but are willing to work under the right circumstances, as well as over 2,250 executives across the US, UK, and Germany. Researchers also found that the situation, although it has worsened over the pandemic, has been growing over recent decades.<\/p>\n

\u201cA single data point made the intractability of the problem apparent\u2014just under half (44%) of middle-skill \u201chidden workers\u201d reported that finding work was just as hard pre-COVID-19 as it was during our 2020 survey period,\u201d stated the report. <\/p>\n<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

Zach Marzouk<\/p>\n

7 Sep, 2021 <\/p>\n

Automated\u00a0hiring systems filter out qualified high\u00a0skilled workers, according to a\u00a0Harvard Business School\u00a0report focused on how leaders can improve hiring practices to uncover missed talent pool…<\/p>\n","protected":false},"author":654,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[],"class_list":["post-42413","post","type-post","status-publish","format-standard","hentry"],"_links":{"self":[{"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/posts\/42413","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/users\/654"}],"replies":[{"embeddable":true,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/comments?post=42413"}],"version-history":[{"count":1,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/posts\/42413\/revisions"}],"predecessor-version":[{"id":42414,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/posts\/42413\/revisions\/42414"}],"wp:attachment":[{"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/media?parent=42413"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/categories?post=42413"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/icloud.pe\/blog\/wp-json\/wp\/v2\/tags?post=42413"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}