There is a great deal of confusion in the marketplace over the difference between over discrimination and natural biases. The simple reality is that even when there is a conscious effort to avoid inappropriate discrimination, we all struggle with our inborne biases. Significantly, there are actually a number of factors which can affect a recruiter’s decisions that fall into the category of bias.
There is a significant conundrum in today’s heavy investment in the recruiting phase of the human capital chain. Because the cost of each hire continues to escalate, there is more pressure to find the ideal candidates and hires to justify the investment.
On the other hand, new technologies and the focus on recruiting usually generates large volume of prospects and applicants. Pressured and overburdened recruiters, especially those with old ATS and unstructured HR data, are uniformly overwhelmed.
This means even the best of the recruiters often turn to guesswork and a “follow the gut” instinct to help manage their time. This is especially the case in early screening of the lead funnel, when top candidates may be eliminated by that bias tendency.
Whether it is cultural, personal, life experience or other factors, recruiters rely on their subjective assessment when the objective information is lacking or inaccessible.
One of the core missions of our work at Spire Technologies is to help HR professionals address this issue of real and/or perceived bias. Tackling this serious problem is only possible by providing your recruiters with the most relevant and usable data on both candidates and your organization’s talent needs.
Our SPIRE TalentSHIP© represents the most powerful integration of the latest technology you will find in the HR space. We set out and succeeded in bringing to one human capital management solution, the unique capabilities of Machine Learning, artificial intelligence, and contextual analysis.
These powerful technologies are significant as standalone tools, but when married to the SPIRE TalentSHIP© approach they become transformational agents. You get results based on contextually matching all available data with unmatched accuracy. This provides your recruiters (and all aspects of your talent management process) with real-time and contextual information they can access and use. Perhaps as important, these results are free of those normal human bias issues and influences.