What’s Wrong with Automated Employee Hiring

Every day thousands of job applicants submit their resumes online with high hopes of having the right key words on their resumes, based on their experience, in order to get beyond a company’s automated HR hiring software in order to be sorted on a list of candidates in place for the hiring manager to sort out.

There are so many things wrong, as there are right, with HR candidate hiring software. Many companies use this method to sort out a possible good candidate from a bad one. The software is designed to save a hiring manager time and the company money by searching for key words and certain algorithms on a person’s resume, or does it really do this?

The software then creates two files. One filled with “qualified” candidates that move on to the next step to the hiring manager, and another that simply files the “unqualified” candidate’s resume complete with a soon-to-be distributed and automated ‘thank you for your interest’ cold email back to the applicant.

Unfortunately this process is wasting more corporate dollars right from the beginning of the hiring process than saving time and money as it was designed to do.

Here’s a few examples why:

  1. HR employee programming incorrect or extensive unrelated key words based on the position needed to be filled.
  2. The candidate intentionally inserts key words into their resume, unrelated to their experience, in order to move forward.
  3. Software has unknown bugs or faulty processing issues.
  4. Updates to a computer or server’s operating system can retard the efficiency or entire workability of the hiring software program.
  5. Automatic / manual updates of the hiring software may install updates unrelated to the current computer or server’s operating system.
  6. Other applications or software that conflicts with existing software.
  7. The computer or server is no longer operable.

Let’s face it, every company is in business to make money. However, based on a software program, as many of us know, the output is only as good as the input. Which leads to many key points in the hiring process that a computer program simply can’t touch.

Personal Responsibility. What are the driving records of the candidate? Does a candidate have a crisp and clean driving record to prove daily personal responsibility is worthy of your corporate dollars in work related responsibility? This is something that is overlooked by many companies. Many employers choose to look at a credit report instead, which may not be valid based on the candidate’s current lifestyle situation, and employers should always get a criminal background check on each candidate. Knowing what medications that a candidate is legally taking also is a part of the equation, but is often overlooked.

Disability. Most employers include a section of an application or assessment that allows an applicant to release additional personal information, such as a current or former disability. This allows an employer to accommodate individuals who may need assistance in performing their job. Unfortunately, the question at hand is only 3 parts. You may select: 1. I do not have or had a disability. 2. I currently have or have had a disability. Or 3. I prefer not to disclose this information. What makes this question invalid are the details of the applicants disability versus the job requirements. Since the question is generalized without detail, a software program, nor a hiring manager without meeting the applicant face to face, can determine whether the applicant is a good or bad fit for the desired role looking to be filled. Ultimately, it’s a lack of knowledge and biased question that could result in a law suit if the candidate holds the qualified skills, knowledge and /or education needed to fill the role.

In general, looking at the above possibilities in an automated hiring process, there are indeed positives and negatives as clear as day. The reality of the situation at hand is, does your hiring software really screen the best candidates from the bad ones? Is the software really saving you money from employee turnover, and the cost of hiring another individual, if you hire the wrong candidate? Does your candidate have the skills, but lack the personal responsibility in order to drive your business forward?

It’s something worth thinking about.


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