Advances in artificial intelligence and the use of big data are changing the way many large companies recruit for entry level and junior management positions. These days, graduates’ CVs may well have to impress an algorithm rather than an HR executive.
“There’s been a dramatic increase in the use of automation in [high] volume selection processes over the past two years,” says Sophie Meaney, managing director, client solutions and strategic development at Amberjack, which provides and advises on automated recruitment processes.
While algorithms supposedly treat each application equally, experts are divided about whether so-called robo-recruitment promises an end to human bias in the selection process — or whether it may in fact reinforce it.
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