Episode: 474

Episode Title: Screening with a Personal Touch

Is automated screening software helping or hurting the hiring process?  Stay tuned for more, next on The Perna Syndicate.

Ep 474 show:

You’re now in The Perna Syndicate, and I’m glad you’re tuning in today! This week, we’re talking about the ways that companies are unwittingly making their talent shortage worse. One of these ways could be a bit of a Trojan horse: resume screening software. 

Using software programs to filter applications can save time, sure, but it may come with a downside. You have to ask the question: are we using this software simply to eliminate people, or to gain an understanding of the actual person applying for the role? Are we missing out on talented people because the software didn’t like their resume, for whatever reason?

Hiring managers can try a little experiment by pulling a raw sample of applications and scanning them manually. You should look for the person behind the resume and note any that seem promising. Then, run those same applications through your automated screening tool and see what it spits out. The results could be very different. 

While some argue that automated screening can remove bias from the hiring process, it can also work the other way. Your software is only as good as its programming; it cannot think, reason, or imagine a person’s true potential. It can only analyze the words on the screen. 

If your organization is struggling to hire enough people, consider trying a more personal touch—right from the start. 

Next up on The Perna Syndicate, is in-person work a positive or a negative for people looking for a new job? We’ll talk about that and more on tomorrow’s episode. See you then!