Job Hunting is Exhausting: Can you trust AI Algorithms to Hire the Right Person

Job Hunting is Exhausting

“Emmy award-winning journalist, Hilke Schellmann found that AI (Artificial Intelligence) algorithms were biased and discriminatory!

Job hunting is an art that many of us fail to master. Finding work feels like a job. It can be exhausting and stressful. The 2023 research by human capital advisory firm Josh Bersin Company and workforce solutions business AMS found that the recruitment process now averages 43 days.

The recruitment process is so lengthy due to logistic and industry-specific processes, or simply because the recruiter has too much on their plate.

The ongoing cost of living crisis does not allow people to sit by and endure this long, vigorous process. Fear looms around as bills are due to be paid and the ghosting from the recruiter does not help. A study of 1500 global workers found that 75% of jobseekers have been ghosted by their employers. Being ghosted evokes sentiments like confusion, self-doubt, frustration, and anger.

That job could have potentially been your lifeline. In these moments, perseverance is important. So, you keep on applying for roles you find suitable. Eventually, you reach the burn-out stage.

The burn-out stage makes you overwhelmed at the sight of writing a cover letter and having to tailor your CV. So, you must find new ways to make your job search appealing again.

So, you must find new ways to make your job search appealing again.

Find a new job search platform. The Alt Job Board is an example, compiling a list of opportunities across all sectors and experience levels, catering to your goals and passion
Remind yourself of your goals and keep pushing through to achieve them
Develop a job search schedule to avoid the search feeling like a job itself

The Introduction of Artificial intelligence to the job screening process could stop you from getting hired. In her new book, the algorithm, Emmy award-winning journalist, Hilke Schellmann found that AI (Artificial Intelligence) algorithms were biased and discriminatory.

Schellmann tested some of the software, which ranges from résumé screeners to personality assessments that analyse facial expressions, vocal intonations, and social media behaviour. One tool said she was a good match for a job, even though she spoke Gibberish to it in German. Another gave her high marks for ‘steadiness’ based on her twitter usage.

AI needs to be regulated as its HR bias suggests that the best candidates do not necessarily get the job.

Participants from a study conducted by the national university of Singapore, International institute for management development, and the Hong Kong polytechnic coined AI as untrustworthy as it ‘couldn’t capture the uniqueness of each candidate ‘.