AI-Powered CV Assessment, Is it leading recruitment astray?

Recently, I was considering a CISO position that seemed promising. However, after a closer look at the job specifications, I realized it wasn't the right fit due to specific skills and experience I didn't possess. The CISO position is not one that tolerates critical skills development on the job.

Intrigued, I spotted the LinkedIn "Am I a good fit?" button and decided to run a brief experiment. Was I a good fit? “Based on the job requirements and your profile, you are a good fit for the…”. This was the answer even though there were very specific requirements for skills and experience that I do not possess and weren’t present on my CV. The question that I asked myself was, “How is this effecting the job recruitment market if recruiters and companies are using it to screen candidates?”

LinkedIn's "Am I a good fit?" assessment, powered by AI, is a tool that can offer some insights; however, it's crucial to recognize its limitations and avoid relying solely on it for recruitment decisions. Some issues that Human Resources and recruiters should consider in using AI to screen CVs:

·       Limited Data: The assessment's accuracy depends on the quality and quantity of data it has access to. If the data is limited or biased, the results may not accurately reflect a candidate's true fit.

·       Oversimplification: Human beings are complex individuals with diverse experiences and skills. AI assessments often oversimplify these factors, potentially leading to missed opportunities for qualified candidates.

·       Bias: AI algorithms can perpetuate biases present in the data they are trained on. This can lead to discrimination against certain groups of candidates, such as those from underrepresented backgrounds.

·       Lack of Context: AI assessments may not consider factors such as a candidate's career trajectory, transferable skills, or potential for growth. These factors are crucial for understanding a person's suitability for a role.

·       Human Judgment: While AI can provide valuable data, human judgment is essential for making informed hiring decisions. Recruiters should consider a candidate's overall profile, including their experience, skills, and cultural fit, rather than relying solely on an AI assessment.

In summary, while LinkedIn's "Am I a good fit?" assessment can be a useful tool, it should not be the sole determinant of a candidate's suitability for a role in the initial screening process. Recruiters should exercise caution when using AI assessments and rely on a combination of factors, including human judgment, to make informed screening and hiring decisions.