Artificial Intelligence through predisposed algorithms proves to be an effective tool in reducing the labor and cost associated with finding, screening, and, in some cases, assessing candidates in the hiring process. However, this claim is only accurate in that the implementation of AI works as an aid in the primary phases of application review. It serves to reduce the number of applicants to a manageable amount for human review. However, there are some drawbacks to using AI in the sorting of human beings. There is still not a sufficient consensus among experts as to the efficacy of AI to accurately assess the important hire-ability factor of a candidate’s personality. The research shows
that there exist concerns over the legality and ethical use of algorithms in the hiring process. The programs can create biased results even when not intended to do so, based on parameters generated through programming baselines. AI is currently developing further improvements on the subject of inference in efforts to mimic how the human brain creates patterns through natural language. The goal is to infer personality traits based solely on the content of a traditional resume. The patterns are generated only from the written text of the applicant. However, in the AI system, there exists no proven extraction of data that would give a hiring agent enough information to ascertain how the potential employee would complement the company culture. The argument is not necessarily against the use of AI to filter initial candidates, but that using the traditional resume as a baseline should be modernized. The gap remains in how to present and assess an applicant’s personality in a traditional resume. The solution should work with AI but allow for a true human assessment that saves time and cost in the process, ultimately securing the best-skilled personality for the job.
The graduate student has identified through a thorough literature review, case studies, and visual analysis that there exists a specific problem with assessing one’s personality through the traditional resume. This is a challenge to the employer that results in monetary losses to the company in the form of hiring personnel that does not fit the company culture and must be replaced. In the same manner, this can result in the applicant missing opportunities as they are passed over for positions based solely on the content of the traditional resume. The problem of finding the most qualified and best personality for a given position is layered between job search websites, algorithms, manual social media searches, and the traditional resume. This is a fragmented approach that requires the hiring agent to use multiple forms of media with no real answer for the applicant’s personality.
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