I’m glad I’m not looking for a job and it’s not five years in the future. If I were and it was? I think I’d be in trouble.
Both AI recruitment technology and an influx of ”behaviour testing” has people scrambling to find relevance.
And although culture based hiring is my passion, AI screening tools are not the type of thing I expected to wake me up in the middle of the night. Profit, pipeline and progress – maybe.
Turns out – as with most of our elevated responses – it’s personal. I simply wouldn’t be easily hired.
Shorter than preferred job stints.
A CV lacking in the most searchable ‘keywords’.
A degree that doesn’t directly correlate.
And then there’s the time I took a mandated psychometric test and was profiled as an “overly aggressive sales candidate who is unlikely to share success with others”.
I think my former sales managers will attest that if anything, they’d prefer I be more aggressive on the sales front and less concerned with enabling wider success.
At any rate, I missed out on the job, but have a humorous story I still tell today.
I have never hired somebody with the greatest CV.
In fact, 70% of my hires for 2018 had CVs worthy of the shredder. But upon discussion, they were the best people with the highest matched values for the job.
That’s when we built our own human-to-human based screening prototype, which we offer today to help companies navigate the application vortex.
Data interpretation is completely subjective at its origin.
Just because a computer is running it, doesn’t mean it’s factual or lacking in bias.
Way back at the inception of any AI technology, there are people creating the parameters and assessment factors. And whilst they may be behavioural experts, they still have individual assumptions.
I don’t remember being surveyed about my motivations or career movements before any of this technology was created. Do you?
What can we trust at the moment?
I recently attended the MYOB Startup Grind and heard from Justin Dry, founder of Vinomofo. When he scaled and his recruitment capacity matured, he began using the (free) “Love Language Test” for every candidate.
And as far as tests go, I LOVE it.
In a nutshell, it runs through a series of highly repetitive questions asked in different ways (which is exactly the way you should interview – we’ll leave that for another day). And it determines a load of preferences when it comes to communication, as well as pinpoints the actions that give the most value to an individual.
Try it on yourself!
From an AI perspective, I was recently impressed after meeting a US representative from “Fama“. It’s an AI social media tool that screens for language suggesting sexism, racism, bigotry and crime – but it’s still heavily built and geared for corporate.
How do we navigate all the new ”stuff”?
With extreme caution, I’d suggest.
And as smaller businesses with minimal data to standardise and aggregate, it’s also unlikely that AI tools could capture the essence of your business. Especially if you’re nimble and everchanging.
I love technology but it has to be relevant. We’re less likely to question almighty data, but can still trail it back to personal origin.
Founder | GlassyAnt
(PS – one of the places ”automation” can be useful is in standard communication. But it can also be abused. To see how to navigate this when hiring, read “Communicating with candidates“).