Predictive recruitment and automatic matching: what are they?
What are the advantages of predictive recruitment and automatic matching?
What are the limitations of predictive recruitment and automatic matching?
In what way is predictive recruitment using automatic matching a discriminatory and impoverishing practice for recruiters and companies?
Predictive recruitment and automatic matching: what is it?
Predictive recruitment works as follows:
You select a set of profiles that have passed a personality test. This represents a panel that is in line with what you are looking for, ideally having selected quality profiles.
These averages will give you an expected score. For example, you find that 60% of your panel are extroverts. In fact, a candidate you evaluate who is 30% extroverted will see his matching score drop. The further apart their scores compared to the panel, the lower their overall score will be, given the profile you’re looking for.
It’s an interesting mathematical approach, especially when you have 100 candidates for a position, and it can save you a considerable amount of time.
What are the advantages of predictive recruitment and automatic matching?
- Saving time.
- Compensate for human errors when faced with human resources professionals who are new to the job and may lack relevance.
- Scientific validation of a profile.
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What are the limits of predictive recruitment and automatic matching?
Why has Assess Manager chosen not to implement predictive recruitment and automatic matching?
- Exceptional profiles are excluded from the average scores, which is a discriminatory practice in recruitment.
- Predictive recruitment creates clones within a department and reduces its diversity and richness.
- The algorithm cannot replace human intelligence, it is a support.
- Selecting candidates is not just a matter of arithmetic.
In what way is predictive recruitment using automatic matching a discriminatory and impoverishing practice for recruiters and companies?
Algorithms serve human intelligence, but they cannot replace it.
Certain types of people, the most exceptional ones, cannot be detected by automatic matching, such as the so-called “HPI” profiles (high intellectual potential). They work in an atypical way, and are often highly sought-after because their contribution to an organisation is of great motivational value. Unfortunately, the algorithm is not designed for them.
Automatic matching works on the basis of averages and frequency of observation. In short, we select a set of profiles and look for the median of these profiles to identify the ideal threshold to be reached.
When you assess a person using automatic matching, you compare the median results of this panel with the candidate observed. If the difference with the panel is small, you will have a high score and a positive candidate.
Atypical profiles have a distinctive way of working that makes them exceptions far from the expected averages. Automatic matching will therefore exclude them from detectable profiles. Predictive recruitment is a form of discrimination that has the effect of impoverishing the selection of profiles that you recruit.
Human resources professionals have the ability to detect exceptional profiles that algorithms have difficulty detecting. The algorithm is at your service, but it can never replace you.
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