Three Reasons Why Predictive Hiring Is a Slippery Slope

Technology plays a critical role in today’s hiring process, from steering job ads toward the right target audience to flagging candidates who may not be the right fit throughout the process. Resumes can also be scored through predictive tools that enable recruiters to assess various candidate competencies in unique ways using both novel and traditional data.

The technology uses past patterns to forecast future behavior. It’s assumed that algorithms remove biases and reduce prejudices human decision-makers tend to uphold. They make the process consistent but introduce additional risks of their own because they historically have been poor at measuring soft skills, which are essential for many successful professionals.

Predictive algorithms’ replication of historical and institutional biases means they amplify shortcomings lurking in databases, such as attendance or performance evaluation scores.

The Dangers of Predictive Hiring

#1- Inaccurate Data Leads to Unsuitable Hiring

Engagement and success are assessed using different types of information collected through psychometric questionnaires, video interviews, cognitive games, and resumes, among other means.

If a database only comprises details about previous experience and education and other standard information, it won’t be effective in predicting future performance. It’s important to make sure truly predictive information about personalities, motivations, aspirations, and aptitudes is integrated into the criteria.

Recommended Read: 3 Things Hiring Mistakes Teach You

Technology can help hiring managers gain some insights concerning the potential of candidates to thrive in the roles a company is hiring for. Studies reveal predictive algorithms based on the right type of information can be used by professional recruiters to make some predictions.

However, because such algorithms are only 23% accurate, the human touch of an experienced professional is integral to successful recruiting.

#2- Predictive Models Quickly Become Outdated

Although predictive technologies aren’t prone to cognitive overload like people are, and they allow a certain level of fairness and precision amid hundreds of candidates, the predictions are restricted to the data at their disposal. Incomplete data equals incomplete results.

When a company wants to hire a new manager, it’s easy to assess candidates and identify the criteria that differentiate key performers from average ones if you already have a similar group of successful managers working for your firm. But the predictive model could result in homogeneous hiring. Everyone is the same, so the thinking becomes the same, which could impede innovation.

 

But it’s tough to hire the first manager without a reference for calibrating the model. You can revert to benchmark models that were created based on analyses of a pool of professionals from diverse industries. They don’t account for the unique core competencies, skills, and personalities required to fit your company’s culture—one of the most important factors that determine whether a professional will be successful with your organization.

Recommended Read: How Does Company Culture Impact Hiring?

#3- Technical Issues

Predictive algorithms are based on complex technologies that are prone to technical mishaps. System failures and bugs can lead to inaccurate predictions. Moreover, the misuse of automation and AI tools has become a growing concern among employers.

People are widely using software like ChatGPT, a chatbot that runs on artificial intelligence to fabricate and manipulate information, to provide an unrealistic overview of their experience, qualifications, or cultural fitness with the hiring company.

It’s integral that recruiters remain extra vigilant of such trends so they only choose qualified candidates with genuine applications. For the best outcomes, hire a reliable professional recruiting company that understands how to find professionals who are a perfect fit for your team.

To assure a great fit for your team, professionals should be judged on talent, experience, personality, skill, and knowledge – none of which are effectively judged by an algorithm. That’s why Brookwoods Group judges professionals (and clients) in person leveraging our own intuition, experience, relationships, and assessments. It is like the difference between a meal prepared on a fast food assembly line and a meal prepared by an experienced chef.

Our team of experienced Management recruiters Houston, sales and marketing recruiters, and executive recruiting specialists understand how to help companies find qualified talent who are the perfect fit.

Reach out to us to help you find skilled professionals for your organization. Our staffing firm houston connect companies to top talent in the region. Plus, our process helps us screen for the talent who are most likely to succeed in your company’s environment.