Resources › eBook › How ai recruitment software can elevate marginalized groups › 1 why indigenous candidates benefit from blind ai recruitment
1. Why indigenous candidates benefit from blind AI recruitment
“No-one in this world is 100% perfect. But I give this 9 out of 10. I liked the way of questioning as it helped me to develop my skills and was a new experience. If you hire me, I will give my full efforts to develop the company’s goodwill.”
– Indigenous candidate using our Ai Smart Interviewer
Improving diversity starts with recruitment. Your recruitment team can’t improve diversity and inclusion if they’re doing candidate screening, or using video interview platforms for first interviews. If they are doing the interviews themselves it doesn’t matter how aware they are of their own bias’ they will always bring some of their own unconscious judgement into an interview. First interviews via video screening platforms are even worse with research confirming they amplify bias.
After years of working to solve this problem, we’ve come up with Ai chat technology that means that we reduce bias in an interview and truly even the playing field for marginalized people when it comes to getting a job.
By continually testing our own systems, we are able to categorically say that we can meaningfully improve the diversity of hires. Better still, we can also dispel the myth that Ai disadvantages marginalized groups. Quite the opposite, Ai can elevate them when we use the right data and systems to reduce bias, in a way that other technologies or humans are unable to. We believe that using the right data to make Ai-informed hiring decisions can fundamentally change an organization’s progress in diversity.
It’s more than just blind screening. We need the right input data!
It’s not enough to just do blind screening by removing names from applications. Any candidate screening that involves CV data imports bias. This can be everything from universities that people attended, past job experience, clubs that people belong to down to traits that are deduced as being good for the job based on current employees – when these are mostly men, you can imagine these “masculine traits” are favoured even when screening is blind.
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