There’s a lot of pressure on startup founders to get recruitment right – but that’s easier said than done. You might be recruiting for the first time and having to learn about the hiring process as you go, or a solo founder relying exclusively on your own judgment.
It’s a minefield, and one of the biggest challenges that founders face. Yet with human-machine partnerships, it could soon be a problem of the past.
Human-machine partnerships sound complex, but the idea is very simple – rather than using either humans or technology to complete tasks, the two can collaborate to create better results than either could do alone. For example, Microsoft’s use of AI in recruiting focuses on reducing administrative tasks, speeding up the screening process, and minimizing biases. By automating routine tasks like scheduling interviews and answering candidate queries via chatbots, recruiters can focus more on strategic aspects of hiring. AI-driven tools also help in pre-screening candidates, especially for roles with straightforward requirements, thus reducing the time to fill positions (Korn Ferry | Organizational Consulting) (RecruitingDaily).
Emerging technologies are already transforming workplaces, whether it’s using artificial intelligence to be more efficient or multi-cloud to improve flexibility. These new technologies will also be used to help businesses find, assess and hire talent more effectively – here’s how.
Even with the best intentions, cognitive bias will almost always creep into hiring decisions. There are lots of benefits to being able to rely on intuition and make quick decisions in other areas of your life, but this behavior is detrimental when you’re recruiting.
Whether it’s reading applications or conducting interviews, our perceptions can be influenced by a huge number of biases, including:
These biases all create stumbling blocks when building effective startup teams. Diversity breeds innovation, and overlooking great candidates will put you at a disadvantage when it comes to staying competitive.
Human-machine partnerships can minimize this bias and create a more successful hiring system. AI can be used to screen and shortlist the most qualified candidates, bypassing characteristics like age, gender and class which typically lead to bias. Then, you can conduct an in-person interview to assess more ‘human’ skills like active listening and empathy.
Many businesses are already using technology like AI in recruitment, but it will become even more common in the future. Up to 67% of business leaders expect to use new technologies to create equal opportunities in recruitment by removing human bias from decision-making.
In addition to reducing bias, new technology will also help founders to build up a much richer picture of applicants than what’s on their résumé.
Algorithms can be used to assess someone’s hobbies, interests and experiences and draw conclusions based on how similar candidates have performed at other businesses. For example, a specific interest could indicate higher levels of intellectual curiosity or stronger leadership potential.
This will provide insight into who would be most likely to perform best in the role, but also help you to identify hidden strengths in candidates.
Many great candidates struggle to express themselves in written applications or don’t realize they possess certain skills. New technologies bring these abilities to light, allowing you to broaden your talent pipeline, connect with people from a wider range of backgrounds and build a more inclusive, powerful team.
Human-machine collaboration can also help you predict and plan your hiring needs in advance. Rather than having to scramble and hire for key roles last minute, you can start building your network and connecting with potential candidates much earlier.
With new technology, startups can conduct the same in-depth market analysis that larger companies often benefit from. This will transform how you hire and train employees, and shape the rewards you provide to retain them for the long term.
This includes: