Discover the secrets of algorithms with me, because the knowledge is not limited by any age!

In mind of the many candidates there is a belief in the functioning and existence of algorithms that are used by many companies in the recruitment processes. Some of them are even convinced that this is why their applications are not even assessed by the recruiter. I confirm it is true! Below I have described some of them along with the principles of their operation. I also focused on excluded group of people and business risks related to the bad practices.

Why "algorithms" are used in the recuitment processes?

Algorithms are actually the filters aimed to support recruiter and to find the closes match to the requested profile. Personally, I describe them as a kind of keys that allow you to open another closed door. It is true that not every company has the same level of algorithms and technologies adopted for recruitment purposes. Their implementation is mainly due to the need to reduce labour costs in the HR area, increase the efficiency of candidate selection processes and reduce business risk. Companies instead of employing additional HR specialists and to fight to retain their best talent, need to face high competition on the labour market and decided to invest in technology development. It was the only way to ensure continuity of processes and the opportunity to implement several recruitment projects with limited resources of HR departments.

What are the most known algorithms?

It's hard to list all of them. Technology is gradually developing, and many suppliers and competitiveness mean that new solutions are proposed. So I decided to list some of the most popular algorithms used to pre-select candidates:

• algorithm based on sorting - candidates are sorted based on specific criteria, such as: professional experience, education, skills, age, gender, availability and financial expectations. Only those who merely meet certain requirements are then selected;
• algorithm based on key words - algorithm which analyses the candidate's CV for specific keywords related to job requirements/ profile;
• algorithm based on automatic CV analyses- candidates are assessed on the basis of their CV, including automatic verification about their professional experience, achievements, skills and education;
• algorithm based on recommendations - candidates are assessed based on recommendations from previous employers, managers and their colleagues or other people who can confirm their skills and competences. People with positive recommendations are transferred to the next step in recruitment process;
• algorithm based on social media data - this algorithm searches candidates' social media profiles to obtain additional information about their skills, experience and character. Based on this data, the algorithm decides whether a given person should be qualified for the next stage of recruitment. The business risk of employing a specific candidate is also verified;
• algorithm based on web information - candidates are assessed based on information found about them on the Internet. Social profiles and information obtained about them are verified to reduce potential business risk;
• algorithm based on the analysis of online behaviour - candidates are assessed based on their online activity, such as posts on social media, comments on blogs or participation in industry events;
• algorithm that evaluates answers to questions - this algorithm analyzes candidates' answers to the questions included in the application form and the quality of the answers and compliance with the job requirements, the algorithm decides which candidates should be considered further;
• algorithm based on skill tests - this algorithm tests candidates' skills by conducting online tests that assess their competencies in the areas required for the job. Based on the test results, the algorithm decides which people will stay in the process;
• psychometric algorithm - assessment of candidates based on their personality type and their "fit" to the company, direct supervisor, team and position. They assess the candidate's personality traits, such as emotional intelligence, interpersonal skills and the level of ambition.

Which group of people is most harmed or excluded by algorithms?

The most harmed an exluded group of people are people aged 45+, the so-called Silvers. This is mainly due to their lower technological abilities and the lack of support from good and competent advisors. There are no development programs, training or publications in this area. The vast majority of these group have devoted themselves wholeheartedly to their work in recent years. They find themselves in a situation where returning to look for a new place is very difficult. This causes them to become demotivated, internally frustrated and helpless. Moreover, they do not have such experience in recruitment itself - they have only worked in a few companies over the years. Additionally there are also age-related stereotypes and beliefs, that older people may be less flexible, more difficult to transform and less open to new technologies. Additionally, when working with AI, older employees may lack adequate technical knowledge and digital skills, which may lead to fear of difficulty adapting to new tools and tasks. However, it is worth to understand and to remember that age does not determine the skills and value of work, that employees 45+ can bring to the organization by their experience, wisdom and skills that are valuable for the development of the company. Therefore, it is important to maintain open and respect employees of various ages and support them in learning and developing new skills. Many young and novice recruiters believe that people aged 45+ will often be on sick leave, will not find their place in the changing world or will try less than others. Age should not be the only criterion for assessing employee competences and theirs skills. There are also numerous advantages to hiring employees with mature experience, such as stability, loyalty, problem-solving skills and the ability to work in a team. Therefore, it is worth approaching this issue with great caution and respecting the experience and skills of employees of different ages.

People aged 45+ are often underestimated in the business world. According to many experts and scientific research, people aged 45+ are not only valuable employees, but also among the best on the labor market. They have extensive professional experience, which translates into the ability to cope with various situations and make wise business decisions. They also have developed communication and problem-solving skills, which make them very valuable employees in project teams. Moreover, people aged 45+ are usually more loyal to their employer and have a greater sense of responsibility for the tasks entrusted to them. They are also more emotionally stable, and they deal with stress in various difficult situations.

The use of algorithms and the risk of discrimination.

It is worth maintaining safety both for ourselves and the organization we represent. It is worth remembering moral principles, the code of ethics and striving for objective best business practices. If the use of algorithms will results in discriminate against specific group of candidates based on their age is revealed, your company will be in serious trouble and may lead to a number of serious consequences. Here are just some of them:

• financial sanctions in terms of both procedural and recompense costs;
• loss of company image in terms of internal and external relations - from current employees through future employees, customers and society;
• loss of trust strategic partners and shareholders;
• revenue reduction caused by the media crisis and adopted practices, intensified by the withdrawal of customers and the leaving of key employees;
• loss of possible profits related to the replacement of valuable employees and the highest loss of their unique competences and operational speed;
• organizational chaos caused by "necessary" corrective actions and disciplinary measures;
• increased inspections by government or internal controllers;
• lack of diversity, which may affect the company results, its dynamics and speed of innovation.

It is important to follow the principles of equal treatment for all candidates and employees, regardless of their age, and to ensure transparency and fairness of employment rules and respect for all candidates by making selections based solely on their competences.

Summary

Candidate pre-selection algorithms are not perfect and may lead to incorrect candidate evaluations. Companies which are using them, should have adequate procedures implemented and launched, which must be checked and verified in practice. Companies are obliged to train and develop the competences of recruitment employees in order to counteract serious consequences in terms of personal data protection and equal treatment of candidates. It is also worth to understand to rember that the employment decision should ultimately be made by a person who can assess not only the skills, but also the candidate's creativity, motivation and development potential. If you are a recruiter, I personally encourage you to take the extra time to re-screen all candidates in the process. Invite people in various ages for to meetings, and then only then you will be able to make the most objective decision. Investing in the development and motivation of people aged by 45+ can bring many benefits to the company, including increased productivity, innovation and their loyalty. Therefore, I encourage you to consciously meet candidates 45+ and give them a chance and employ them. I guarantee you that you will see how great these candidates are, and your Hiring Manager will be delighted!

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Sebastian Go??biewski

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