Thursday, February 2, 2017

Technology Used in the Hiring Process

Technology has infiltrated our lives and changed our world; things we think are simple today, were once ground-breaking innovations. So the many new innovations happening right now could soon be incorporated into our norm.
                  After reading an article I learned a new technology incorporation that would not only be beneficial for companies’ productivity, but for equality as well. Companies have now been starting to use technology in their hiring practices to avoid bias, promote diversity and to only choose “Values Fit” candidates. The article even mentioned that Intel is investing $300 million in this new technology to ensure best hiring practices.
                  The cloud is the technology being used to store and analyze the data. Before candidates have already been interviewed the cloud will have already sorted through resumes, social media profiles, and other materials in the hiring process.
                  I think this new technology is something that will be something greatly used in the future because it is needed. There are two things that this advancement is improving: company productivity and social justice.
                  Finding the right fit for the job is a time consuming practice and difficult. We have already been using technology to sort through other types of big data, so it makes sense that when looking for prospective employees their documents should be stored somewhere to further analyze. Through the sorting only the names of the qualified should then be provided; cutting out a step and time in the hiring process. Having the candidate’s data first be analyzed allows the company to weed out the prospective employees that would not make a good fit.
                  This would cut down on bias in several ways. The system could potentially get rid of the “it’s about who you know” stereotype in the hiring processes. If a candidate has gone through and knew the someone in the company at least there is a valid system that says the candidate qualifies for the job and it was not just about knowing someone.
                  The second aspect this technology could improve is in the area of social justice. Having technology to help choose candidates could help to eliminate bias during the process and can also help to eliminate prospective employees feeling as though they were given an unfair chance.

                  In turn this will be benefit because finding candidates who make a better fit and qualify and therefore, will again, increase productivity of the firm. The only way this might not be the case is if the markers are not correctly defined. Meaning if they tell the computer to pick up things in resumes that might not be the key to more productive employees.  Lou Adler, CEO of the Adler Group, points out a similar point saying it is “still about weeding out the weak rather than finding the best.” Although, there is still work to be done to make this a better system it seems to have a lot of potential based on the increase in productivity it provides and equality.


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