Through computerized resume scanning and automated questionnaires, large businesses have been attempting to automate the hiring process for years. Now however, they’ve taken it one step further, and are using computer algorithms to decide if an applicant is a suitable “cultural fit”. But how can a computer predict something that is so heavily dependent upon innate personality rather than ability?
One London hiring consultancy does this by using interactive “cultural fit” questionnaires, which simulate a prospective day working for the company. This questionnaire is tailored specifically for each company, according to its own work culture. For example, an applicant could be asked about their attitude to working irregular, unpredictable hours, or how they would approach solving a specific, unexpected problem. These are of course the kinds of questions that are often asked in face to face interviews, but since the companies using this technology are usually very large, it allows them to filter out hundreds or even thousands of candidates before even interviewing them personally.
This kind of algorithmic talent search can be taken further again, by using it to source and contact potential employees based on their social media data analytics. For instance, a social media user whose profile shows that they’re interested in computer games, would prove a better fit for a gaming company’s customer care job than someone with no interest at all. Using this kind of technology, Canadian telecommunications company Telus International hired over 6,000 new employees from social media in 2019!
