As challenges mount, change accelerates and uncertainty abounds, "moving the needle" is no longer enough. Here's how to build the right culture, processes, and team to go from "better" to "truly revolutionary" in your industry.
Companies are increasingly using algorithms in their candidate selection process either directly, or indirectly when they employ a vendor that uses algorithms. The use of algorithms is intended to remove unintended selection bias from the hiring process. The algorithmic tools also have the potential for increasing efficiency and saving costs. Although well-intentioned, reliance on algorithms or artificial intelligence (“AI”) can have unintended consequences because any algorithm is only as good as the information used to train the algorithm. This means any biases and/or skewed trends in the underlying data set can be mimicked or in some cases amplified by the algorithm. Companies must be wary because they can be legally liable for discrimination regardless of whether it originates from a biased algorithm or a person.
