The right tech can help to remove some of the biases that humans may bring to the hiring process. Lindsay Cowan, CEO of One Degree, gives us some tips around using technology to eliminate unconscious bias.
Using advanced computer programs in hiring has changed how one can find and remove hidden biases, especially when checking people’s abilities and skills.
These smart algorithms help by focusing on qualifications and talents without getting influenced by unintentional prejudices. They’re designed to make sure everyone gets a fair chance based on their actual abilities. This new way of hiring helps to find the best people for the job without being unfair to anyone because of things like stereotypes or biases that might affect decisions.
What measures are taken to ensure that algorithms are continuously updated and refined to address emerging challenges and potential biases in the hiring process?
Continuous monitoring and auditing of systems must be carried out to ensure that there is no margin for error. Failure to do this could result in bias creep.
For example, our algorithms can be programmed to analyse enormous sets of data, which can help to identify patterns, good or bad. By “learning” the data, our algorithms can adapt, in real time, so that fairness and accuracy is maintained.
In what ways should recruiters monitor and evaluate the effectiveness of the algorithmic approach to ensure that it aligns with the goal of fostering a fair and inclusive hiring environment?
There are a number of different ways to ensure that this is carried out effectively. Examples would include carrying out regular audits to ensure that the data remains of an exceptional quality, which of course impacts algorithmic functionality and any potential bias. Feedback is also imperative from both parties (employers and candidates) as this would quickly uncover any issues through both qualitative and quantitative analysis. Finally, for any system to be effective, it requires continual monitoring and daily reviews of any new data coming onto the platform.
What other key points should be considered when using technology to eliminate bias in hiring?
- The elimination of unconscious bias in hiring. Using sophisticated algorithms to ensure hiring decisions are rooted in qualifications and skills rather than personal characteristics.
- A diverse candidate pool. Connecting the most suitable contract workers with companies according to their specific needs – drawing from a wide pool of candidates and removing limiting factors such as physical proximity to the office. Candidates who match the brief do not need to be within a commutable distance, which opens up opportunities for those who were previously hamstrung by location.
- Flexibility in the tech workforce. Recognising the importance of flexibility and accommodating contractors and remote workers – opening the door for a broader spectrum of diverse talent.