It would be something: software that chooses the best candidate. But if the scientist Colin Lee is going just gebeuren.`’De future is that you can figure out exactly how someone is going to perform on the basis of the parameters in his resume, “he said yesterday in the newspaper.
That the expectations of big data must be very high, the fun does not spoil. Recruitment Software is becoming more common in the toolbox of HR. You enter what type of employee you are looking for. And after some fiddling algorithmic recruitment software is the perfect candidate on a silver platter. This saves large companies and recruitment agencies seas to seek time, and avoids disappointing matches.
Very scary
Gorgeous natural, and very scary. For as Colin Lee also pointed out yesterday, the software can people systematically leveling. Suppose a company has no preferred candidates with a particular lineage or last name? It is a situation in which political parties recently sounded the alarm. You need instructions to give the software and you get exactly the type of candidate you want. The applicant then has leveled no chance.
Discrimination
Big-data-analyse also blurs the boundaries between permissible and impermissible discrimination. Everyone understands that a company would rather someone takes to not live too far from work. And nobody likes it be that the company retains an interview to someone with the same resume, but a different lineage. But what if software systematically recruits on the basis of characteristics such as neighborhoods in a municipality? That would exclude people from certain neighborhoods.
And what if the software just exclude some less white districts? Then close your people on descent.
Where does one economic reason to start hurtful discrimination? Harm intended or not – has an employer quickly done wrong on this fine line and certain applicants heavy spool
Fortunately, doing big data stereotypes and clichés extinguished. At least, that’s the hope. Employers will indeed purely objective characteristics decide which candidate is best suited. And no longer on their gut feelings.
The ugly truth is that big data also reveal that just stereotypes sometimes correct. Big data could give the impression that someone with a particular lineage has more chance to – say – criminal behavior. It does nothing for you to say as a candidate, but this is the story that tell the objective data.
Stop With big data we people more firmly compartmentalized. Do that banks, insurance companies, airlines and users the way long. And the latest example comes from Airbnb in the US, where alone an African American name is enough for a sixth less likely to have a spare room. Note: this is about people and not about software that users select. Big data’s dangerous new era of discrimination, the Harvard Business Review, therefore, already headed.
Tell me in the face
Recruiting Software and other big-datagerei lead to unequal opportunities. But there is help from an unexpected source. As painful as it is if you discriminate data, the more convenient is that in a strange way, too. Many candidates feel discriminated against, but how do you make that hard? An employer allows them tackle difficult in a discriminatory thought. By contrast, the traces of recruitment software and top traceable.
Politicians worry today rightly concerned about employment discrimination. But they should also consider shadowing a day with ICT boys and -meiden. Discrimination comes tomorrow of big data, and they can do something with it.
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