Hiring Algorithms Reject Great Candidates

Hiring Algorithms Reject Great Candidates

If your hiring process includes using an Applicant Tracking System (ATS), the algorithm might be rejecting great candidates for your role. A recent survey by the Harvard Business School and Accenture highlighted the problem for both high-skilled and medium skilled candidates. 88% of high-skilled candidates were rejected because they did not exactly match the hiring criteria. And 94% of middle-skilled candidates were rejected. Below are a few suggestions on how to improve your hiring process and find great new employees.

Don’t use keywords for rejection

Many companies use ATS to search for keywords from the job description and reject resumes that do not exactly match. Instead, use the ATS to promote candidates with your keywords instead of disqualifying them. This change will allow the ATS to prioritize keywords, while not eliminating candidates who did not use the exact phrases from your job description. Your Human Resources team can then screen the “lower priority” resumes to make sure the ATS did not reject a top candidate . Humans can see that “apartment leasing experience” and “multifamily leasing experience” are the same, while the ATS would eliminate the first

Consider the bias in your system

ATS are programmed to screen resumes, but they also can impact your diversity and inclusion efforts. Many companies have been working to increase the diversity in their workplaces, trying to make themselves a more inclusive and welcoming. If your ATS is not configured property, it could continue the hiring bias already in place. One common source of hiring bias is where a job openings are posted online. A 2019 hiring study showed that many companies perpetuate inequalities by posting lower-level jobs on job boards but higher level positions on LinkedIn. Although this is only one example of bias, there are many other types that can find their way into a job posting and your ATS. Using too much industry jargon means that you will only get people with many years of experience. Using too many internal abbreviations will favor internal candidates over new hires. Making “entry-level” jobs that require five years of experience will result in too few candidates in budget.

Use a human recruiter

It might sound a little silly, but one of the easiest ways around ATS bias is to use a human recruiter. Humans are less focused on matching exact phrases and more on experience. Real Estate Executive Search has highly trained professionals who understand the needs of multifamily and commercial real estate companies throughout the United States. Our experts have the reach and connections to find you the best candidate to hire for your team. Contact us to learn more about how our services can help you find your next great hire.