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How automation jeopardizes the hiring process

On Behalf of | Mar 7, 2023 | Employment Law - Employer |

As technology advancements provide tools for business owners to simplify tasks, some have started automating certain stages of job candidate evaluations. Unfortunately, there are issues to address for businesses opting to use artificial intelligence, automation tools and scripts to sort incoming job applications. Many of the automated tools used in these processes are, unintentionally, discriminating against disabled candidates.

Below are some key considerations businesses should address if they automate any stage of the hiring process.

Aptitude and skills testing can punish disabled applicants

With many online application platforms, employers incorporate aptitude and skills testing as part of the evaluation process. Candidates who pass this testing move along to the employer for review while those who do not never pass the initial application round. Unfortunately, these aptitude tests do not account for disabilities and learning challenges. Those applicants are disproportionately eliminated in the initial application rounds.

Personality assessments challenge autistic applicants

Employers use personality assessments to prioritize applicants according to specific traits they look for in their team members. Such assessments, unfortunately, are challenging for applicants with autism. They do not process personality questions or respond to them in the way that most neurotypical applicants would.

Whether you are relying on automated systems to screen resumes based on keywords or you are implementing specific aptitude tests for your candidates, you should consider the effect those elements could have on your company`s hiring process and legal compliance.