Who’s interested: Primary – CDOs, CHROs and Talent Acquisition
Takeaway(s):
– “As a result, existing algorithms (based on historical hiring data) often end up providing a leg-up to people from groups who have traditionally been successful and grant fewer opportunities to minorities and women,”
– Screening approaches that allow for “less typical college majors, different geographies, unique work histories, etc.” are shown to double the share of selected applicants that are Black or Hispanic
– Thoughtfully-designed screening algorithms can meet or exceed the efficiency and quality requirements of hiring organizations while also supporting minority representation in the recruiting pipeline
ideascape view: #AI is being used within companies for #hrplanning purposes but leaders need to better understand how this technology works, including its unintended consequences (e.g., automating old biases or introducing new ones). “Managing it properly” now requires monitoring performance and extending AI’s benefits. DEI may not own the tech or the data, but the team has an important role in partnering with HR and Business Leaders to evaluate the biases and recommend alternatives (e.g., skills vs. experience-based “qualifications”) to incorporate into #talent processes.
