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Employers increasingly use data-driven algorithms for recruiting decisions and sifting through a large pool of possible job prospects. As many as 72% of resumes are discarded before they even reach the eyes of a human reviewer, thanks to these computerized screening tools. While this high level of effectiveness has its advantages, it also has certain disadvantages.

When it comes to recruiting, human-created algorithms may inadvertently promote discrimination. Therefore, it is imperative that any HR manager of a top recruitment company in Dubai using such a system understands the technology’s limitations and is prepared to address them.

It’s a good idea to think of algorithms to express our beliefs. But unfortunately, human biases cause misinterpretations and errors in machine learning. This prejudice is exhibited by algorithms used for electronic discovery, teacher evaluations, vehicle insurance, credit score rankings, and university admissions. It’s everywhere.

It’s possible that the use of algorithms on the front lines of HR decision-making can save money and time. Still, the risk is that they wind up eliminating applications based on gender, color, age, disability, or military service—all protected classes under employment law.

Stopping complex screening judgments based only on an algorithm is one method to avoid algorithmic bias. Encourage the use of a human review of a top recruitment company in Dubai to ensure the selection and evaluation of qualified individuals who have undergone biased training. Instead of relying solely on an algorithm to make decisions, let a knowledgeable individual make those decisions.

Algorithms are imperfect, so the first step is to accept that they’re not perfect. Although good algorithms can reliably and effectively quantify results, such success does not come about by chance. 

Consider putting together a team or contracting an outside firm to audit critical algorithms. It’s possible that employing various algorithms will help reduce the likelihood of mistakes. As a result, no applicant would be disqualified based on a single statistic, such as SAT score.

In addition, you can argue for a system of stricter monitoring and control. For example, it is essential to periodically carry out random spot checks on machine resume decisions to examine which applicants the algorithm has selected and emphasize detecting potential bias issues.

Finally, undertake regular manual reviews of the correlations that the machine learns and delete any that appear to be biased regularly. For example, a person’s name or extracurricular activities may signify their age, race or class — not their qualifications — therefore, you shouldn’t make recruiting judgments based on these correlations.

Beyond technology, there is a solution.

Recruiters can assist reduce these biases by looking beyond a candidate’s resume. “Transferable velocity” is an essential notion of incorporating into hiring efforts. In other words, this is how likely it is that a candidate will rise in the ranks from one job to the next.

It’s possible to assess this by looking at the benefits and worth a person brings to the table, both obvious and less evident. Please consider a candidate’s entire life story, from their beginnings to their future possibilities. A résumé can’t convey these attributes through keywords and descriptions, and hiring algorithms have no way of knowing about them.

Other than the methodology, here are other pointers for improving your hiring process:

Finding new employees requires far more effort and time than simply looking over resumes and doing interviews. To have a successful business, you have to have the right people working for you. And it requires more than just ordinary labor to find the right staff for your firm.

When recruiting employees, many subtleties must be taken into account and applied with care. For example, a poorly written job description or a lack of communication might harm the hiring process. Here are tried-and-true methods for attracting and retaining top talent:

Strong Brand Building:

To attract the top people in the field, you must build a strong brand with a solid reputation. More than 70% of professionals, according to research, aren’t actively hunting for work, but they are open to new possibilities. So, in addition to attracting passive prospects, a good brand can also reduce attrition.

Entrepreneurs and leaders who want to regain control of their companies’ reputations must respond promptly to criticism, suggestions, and other forms of customer input. Maintaining interest in potential employees by updating the company’s online presence and disseminating news about the organization is also an effective strategy.

Your active recruiting efforts will be put on hold when you are seen as a desirable employer of a top recruitment company in Dubai since you will be inundated with applications.

Sidestep Time Lapse and Delays

Avoid wasting time and money by moving quickly when deciding whether or not to recruit a particular candidate. According to research, the best job seekers are snapped up in as little as two weeks. An effective recruiter will keep a promising applicant at the forefront of their mind by engaging him in conversation and providing frequent updates. Throughout the hiring process, stay in touch with potential hires and answer any questions. It’s a bad idea to make the candidate believe that the company isn’t all in. HR of a top recruitment company in Dubai may greatly benefit from automated recruitment by minimizing the time spent scanning resumes and using algorithms to assess and pick the best prospects.

Creating job descriptions that work:

Job descriptions that have been read and written repeatedly need to go. You can use either the needs-supplies strategy or the demand/capabilities approach to determine your JD needs. Candidate ratings are higher for those who react to job postings with a Needs-Supplies focus than those who answer with a Demand-Abilities guide.

When drafting job descriptions, recruiters need to change their direction away from offering a list of qualifications and responsibilities to instead focusing on how the candidate will benefit from the position (which is essential too, but the approach needs to be a more long-term one showcasing how the company is a great place to work in).

Social Media

Social media is one of the most powerful influencers on millennials today. Therefore, this is an excellent opportunity for a recruiter to showcase the best aspects of the company through a carefully planned social media approach.

Investigate potential hires’ backgrounds using social media and internet channels. It’s remarkable how much you can learn about potential employees by looking at their social media postings and profiles. Using a candidate’s social media profile may be illegal to consider hiring. However, it is still an excellent method to get a sense of its character and personality qualities.

A long-term strategy that a recruiter must adopt:

Focusing on personality attributes. Despite the importance of a candidate’s skill set, their personality attributes can also affect how well (or poorly) fitted they are to a specific role. 

Improvement of the interview process

Interviewers sometimes overlook the more comprehensive picture when focusing on technical expertise when interviewing for a specific role. This can lead to poor hires. In addition, there is a general lack of emphasis on emotional intelligence, temperament, capacity to learn fast, and motivation. Another reason some employees, while having the appropriate qualifications, may prove to be poor recruits is because of this.

Lack of time, lack of domain knowledge, or the interviewer’s skepticism can contribute to poor interviews. The interviewer needs to ask questions to understand what’s important to them. The prospect needs correct information to make a career decision; thus, setting realistic expectations during the interview is essential. 

People vs Algorithms 

Weeded hiring algorithms to save time for recruiting managers’ resumes that don’t match the job requirements. In the past, hiring managers had to manually sift through applications to determine which prospects held a particular professional certification. Now, they can rely on a machine to do that work for them.

That means that algorithms are the gatekeepers for job seekers like you.  On the other hand, you’ll shine as a candidate once you get past them and into the human aspect of the job search. 

Are you ready to skip the hiring process entirely? You may speak with a neutral person at a top recruitment company in Dubai.


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