I recently did a Straw Poll on LinkedIn on the following questions:

1. As a job candidate, would you prefer your CV be reviewed by a machine or a human? Why?

2. As a job candidate, would you prefer to be interviewed by a robot or a human? Why?

 

I received a total of 20 responses.

 

And here are the results:

 

About half (50%) of the respondents preferred HUMANS for both questions.

 

About 25% preferred Machines to review their CVs but Humans to interview them.

 

5% preferred Machines for both.

 

The rest (20%) seemed non-committal (or their answers were not quite intelligible).

 

 

From the results of this straw poll, it seems most people still prefer to deal with Humans and not Robots.

I was actually hoping for more HR Professionals to respond and give their views, however only 3 out of the 20 who responded were from HR / Recruitment.

 

And the reason why I was hoping for more responses from the HR community is to understand what they themselves would prefer as candidates – by virtue of the fact that they are employees means they would be candidates too.

 

So I wanted to get a feel of what their own preferences were as candidates when they are looking for a job – would they want their own CVs to be reviewed and filtered by Robots or would they prefer Humans to review their CVs.

 

But what is clear from this Straw Poll is that most of us still want to deal and interact with real people.
And this is not at all surprising to me because we humans are basically social creatures.

 

We were built this way.

 

We need and sometimes crave social interactions – simply because we as homo-sapiens require that basic emotional connection with the parties we come into contact with.

 

Some of the respondents commented that they preferred Robots to review their CVs so as to eliminate bias.

 

But here’s my question:

 

How can you be sure Robots are not biased?

 

Robots run on algorithms.
Algorithms are programmed by people.
And you can be sure those programmers / algorithm developers have their own unconscious biases too.

 

And here’s the danger:

 

Most of us using these systems (aka Applicant Tracking Systems or ATS) do not question the validity of these algorithms. We take them as Gospel truths. We assume the algorithms and the filters these Robots apply in sieving out the CVs are not flawed and that they are correct.

 

So how sure are you the Robots are not biased?

 

(just think about the frequency and the number of patches and updates are required just for your PC to stay updated. If these systems are flawless, then they don’t need to be patched and/or updated at all)

 

 

Now don’t get me wrong.
I’m not against technology.
I’m all for it.

 

What I’m trying to point out here is that we need to be more discerning and more circumspect when we decide to rely wholly on technology to perform tasks where the algorithms have not yet been perfected – such as reviewing CVs and conducting job interviews.

Because if the algorithm is not perfect, and we automate it, all it means is that we commit to making the mistakes faster!

 

What do you think?
What’s your take on this?

 

 

About the Author

Steven Lock is the Founder of FutureTHINK! Training & Consultancy LLP. He is an Author, Facilitator, Consultant and a Coach. Steven brings with him 20 years of corporate experience.

Steven is passionate about helping organisations transform their teams into high performing teams. He does that by first helping organisations identify and hire the right people, and then training their leaders and managers on how to manage and lead their people to achieve peak performance consistently.

Steven is the developer of The CAAP® High Performance Model. The model focuses on Culture (cultural fit), Attitude, Aptitude and Personality dimensions of their employees and job candidates. It is a highly practical, effective and proven approach.

Steven believes that for organizations to be truly successful and perform at their highest levels, they need to shift their mind-sets to having the RIGHT people on-board – and not necessarily the best or the brightest.

Steven is the author of two books:

• “Hiring for Performance: The CAAP® Model to Hiring and Building High-Performance Teams.”
• “The Right Talent: The Agility-Focused Interviewing Approach to Hiring the Right Candidate Every Time.”

He is the developer of The Leadership STYLE Report that is based on Dr. Daniel Goleman’s research on leadership styles.

Steven has been interviewed twice on MediaCorp’s live radio show The Breakfast Club on 938FM, and has contributed numerous articles to Singapore Business Review, ST Recruit, SHRI Human Capital, LinkedIn and other publications.

His comment on Team Collaboration has been quoted in the Harvard Business Review OnPoint Magazine.

Steven is certified in MBTI® (Step I & II) & DiSC® Personality instruments.

As a Speaker, Trainer and Facilitator, I get that question a lot.

Culture is also one of the things I always talk about in my workshops and talks.

The fact is, I too, sometimes struggle to fully explain what Culture really means.

Is it the collective behaviour of the people within the organisation?
Is it the values espoused by the people within?
Is it the artifacts you find in the organisation?

Recently I came across an article by Dr. Cameron Sepah, titled “Your Company’s Culture is Who You Hire, Fire, & Promote”.

And I was completely blown away by his article.

I couldn’t have described Culture better than he did in his article.

Here’s an extract of what he said in his article:

“Your company’s employees practice the behaviors that are valued, not the values you believe.”

Dr Sepah also sets out to talk about the “No Assholes” rule.

Read about what he has to say about these people in your company.
I’m confident you will find his article very enlightening.

Happy reading.

Click here for article

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I had the pleasure of being interviewed LIVE on-air on 9th February 2018 on Singapore Press Holding’s (SPH) brand new radio station Money 89.3FM.

The host of the Mind Your Business segment was Howie Lim and we had a good chat on why businesses should start looking at hiring the RIGHT people for their organisations, rather than the best.

In the interview, I cited the work of Professor Boris Groysberg, a Harvard University professor, who did a very extensive 10-year study of Star Performers in various organisations.

What he found was that when Star Performers moved from one organisation to another, they typically only bring along with them up to 30% of their previous performance levels.

Yes. You got that right – only 30%!

Why is that so?

Listen to the podcast to find out why and more…