There have always been gatekeepers in the job application process. Applicants might be afraid that a résumé screener sitting at a desk will discard their application because of an errant typo. Or, jobseekers in the first round of an interview with a company may feel like the HR recruiter just doesn’t seem to like them.
These individuals, who will have little impact on the day-to-day work and career development of the ultimate hire, serve as a barrier that prevents potentially great employees from getting seen by those who actually will be working closely with them.
Technology as Gatekeeper
Increasingly, however, these recruitment gatekeepers aren’t human beings sitting at a desk but are rather an algorithm or artificial intelligence (AI) program. And those who help new workforce entrants and recent graduates find work are taking note of this growing trend.
“At schools such as Duke University, Purdue University, and the University of North Carolina at Charlotte, career counselors are now working to find out which companies use AI and also speaking candidly with students about what, if anything, they can do to win over the algorithms,” writes Rachel Metz in an article for CNN Business.
Metz points to increasing use of tools such as HireVue to help companies fill positions they typically receive a high level of applicants for—in this case, through video interviews.
Companies have long used algorithms and computer programs to weed out candidates based on experience level, job skills, and other factors that can be easily gleaned from uploaded résumés, cover letters, and LinkedIn profiles. But Metz writes that applications like HireVue, which records applicant responses to prerecorded questions on camera, analyze details like words and grammar, facial expressions, and vocal inflections to gauge characteristics such as tenacity, resilience, and teamwork. Read more here…
Source: HR Daily Advisor