“Human design reveals your inherent gifts and talents to boost your performance”
30 de November de 2023
Once a company puts up a job offer, the enormous amount of CVs they receive puts recruiters on edge. They will have to analyse a large number of profiles in a limited time. That’s why, many companies have already chosen to use software in order to carry out an initial filtering. This tool automatically eliminates candidates that don’t comply with the established characteristics that companies set.
The algorithms’ job is to analyse each CV, based on aspects related to keywords and/or the structure of the document. In this way, they can check whether candidates meet the essential characteristics that the offer requires.
We know what their function is but, what do they focus on? In the first place, employers will have to train the algorithm through criteria and data linked to the activities of the job vacancy. They can take different things into account, like how long the applicants have been not working or specific skills needed for the position.
The criteria that companies can select are infinite and we will never know for sure what to include. However, the job description will give us some clues that can be very helpful.
These algorithms also present limitations and can display biases which could immediately dismiss certain candidates. AI is not neutral. Algorithms are created by human beings and, therefore, they are full of unconsciously introduced preconceptions and ideas from their creators. This can lead to situations in which the algorithms carry out an unfair and biassed selection. For that reason, it’s important to train the algorithms using unbiased data.
However, some experts and specialists on selection and AI consider that it helps reduce gender bias. But, mostly, it helps make the process more agile. In the end, it will always depend on who trains those algorithms.
In order to pass these filters and the first stage of the selection process, we advise you to take into account the following steps when creating your CV.
But remember! You can’t use the same CV for every offer. The first thing you have to do is to adapt your CV and its content according to the tasks that each offer demands.
Summing up, if the algorithm is trained correctly, its role can be quite advantageous in selection processes. However, if you don’t manage to get past it, don’t forget that this functionality won’t determine your capacities and aptitudes.
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