AI and Hiring, How to Keep Things in Check
In 1997, IBMâs computer âDeep Blueâ defeated Grandmaster and world champion Garry Kasparov in a best-of-six chess series. It was one of the most impressive early demonstrations of machine intelligence. While the best computer can still beat the best human in chess, the best âchess playerâ is actually a computer-human team.
The most successful computer-human teams havenât necessarily had the best chess players, but rather those where the human deeply understands the strengths and weaknesses of the computer counterpart. This understanding is even more critical when the decision isnât about moving a chess piece but about whether an individual poses a risk to your organization.
Currently, no AI solution is a silver bullet, but these tools can effectively identify patterns and provide insights that would otherwise be difficult to uncover. However, business decisions are always made within a specific context. For instance, an AI solution may help identify your highest-performing hiring channel, but it wonât tell you how to adjust resource allocation given your budget, hiring volume, and open roles.
âAI offers exciting possibilities,â said Jim Hare, research vice president at Gartner, âbut unfortunately, most vendors are focused on building and marketing an AI product rather than first identifying needs, potential uses, and the business value to customers.â AI companies must prioritize actionability by helping users integrate insights into their decision-making processes. The best solutions provide enough analysis to improve efficiency and pattern recognition while offering only the essential data needed for informed decisions. Striking this balance is not easy.
When considering an AI solution, focus on how specific the data can get. Is it a generic solution, or can it be customized to match your businessâs unique context? Keep in mind that certain variables will always be outside the scope of AI.
Thatâs why itâs crucial to recognize that you can't evaluate all candidates in the same way. Every position has its own set of responsibilities, requiring different levels of scrutiny. At Fama, weâve made a significant step forward by allowing users to customize adjudication and interpretation criteria by department, seniority, or even on a role-by-role basis. This ensures that users only see information relevant to a specific candidate and role, promoting more informed decision-making and helping recruiters and hiring managers become better at identifying key indicators of job performance.
To learn more about Famaâs automated approach to social media screening, request a demo.
