How can employers ensure they are making informed decisions when it comes to recruiting new hires?

Make sure that the candidate's qualifications make them ideal for the position and use the recommendation as a guarantee that you are making the right hiring decision. When you're a hiring manager, all the effort you put into the hiring process, from selecting resumes to interviewing candidates, leads to a dreaded moment: making the real hiring decision. It's important that everyone involved in the hiring decision is in agreement with the proper hiring process, steps, and communication channels. However, with the right hiring and onboarding process, you'll soon be able to recruit and hire the best candidates.

While it's legally risky to allow a candidate's activity on social media to influence your hiring decisions, as that can cause unconscious prejudice or discrimination, it can give you a better picture of the candidate you're interested in hiring. Use the knowledge you've gained about your job candidates throughout the hiring process to make a final decision about who to hire. Like most employers, you're likely to perform a standard pre-employment background check on candidates, but the candidate's social media profiles can provide more details about the person as a person and as an employee, for better or worse. While the algorithms used at this stage are often considered to be decision-making aids for hiring managers, they can actually automatically reject a significant proportion of candidates.

The law imposes some restrictions on employers who use predictive hiring tools, as it is ill-equipped to address the changing risks posed by hiring tools enhanced with machine learning. Some industrial and organizational psychologists, who are often involved in the development of hiring procedures, are skeptical of relying solely on theoretical correlations as the basis for new selection tools, but nothing in current regulatory guidelines requires employers to do much more. For example, the tool that Amazon rejected because it harmed women was not a screening tool to evaluate real female candidates, but a tool to help discover passive candidates for recruiters to apply for. But the challenge remains: who do you decide to hire? Well, the hiring decision process begins long before the time when the job offer is extended, with multiple people participating at every step of the hiring process.

Employers are required to inspect their evaluation instruments for an adverse impact on demographic subgroups, and may be held responsible for using procedures that favor a particular group of applicants too much. Even if algorithms eliminate some of the subjectivity of the hiring process, humans are still actively involved in final hiring decisions. Active hiring will help generate applications from potential candidates who aren't actively looking for new jobs, but who may be a perfect fit for the available position. It filters candidates based on hiring needs and makes it easier for recruiters and hiring managers to see how candidates are performing.