This election season has resulted in a lot of talk about the algorithms that drive our social media news feeds, especially on Facebook. There’s been much discussion about how these unknown “black boxes” can propel only certain kinds of news our way and completely block out other information — all without us really knowing about it or understanding how it works. The result can be a biased and unbalanced view of what’s happening out there in the world. Some pundits call this the “echo chamber” effect, where people only hear the views they already want to hear.
[See: The 8 Stages of a Winning Job Search.]
Did you know that the same kind of thing might be happening to you when you’re looking for a job?
In fact, the federal government’s Equal Employment Opportunity Commission — the group that enforces fair hiring practices and fights discrimination — held a hearing this fall on the use of “big data” when it comes to hiring. The chairwoman, Jenny R. Yang, pointed this out:
“Big Data has the potential to drive innovations that reduce bias in employment decisions and help employers make better decisions in hiring, performance evaluations and promotions. At the same time, it is critical that these tools are designed to promote fairness and opportunity, so that reliance on these expanding sources of data does not create new barriers to opportunity.”
In other words, algorithms — if poorly designed or used — can actually reinforce unfairness instead of helping to remedy it. A recent piece in the Harvard Business Review explained that “man-made algorithms are fallible and may inadvertently reinforce discrimination in hiring practices. Any HR manager using such a system needs to be aware of its limitations and have a plan for dealing with them.”
As a job seeker, getting smart and informed about algorithms and the fast-changing dynamics of hiring is critical. Here are three important tips.
[See: How to Follow Up on a Job Application Without Being Annoying.]
Recognize that employers are increasingly using all kinds of hiring technology. Get educated about it. At the earliest screening phases, technologies and algorithms are being used to filter through resumes and online profiles based on targeted keywords. To help your information make it through these filters, review your materials and profiles so they’re fully up to date. You want to be sure to list all your in-demand skills and experiences for the role you’re seeking. Not doing so might mean you’re left on the outside looking in.
It’s likely you’ll be asked to complete one or maybe even a few personality assessments — get a feel for what these might be. Employers are also increasingly asking candidates to participate in video interviews, which introduces a very different type of interaction to the interviewing process.
In addition, many employers are incorporating one of the most traditional parts of the hiring experience, reference checking, with the 21st century twist of bringing it online. You’ll want to be prepared with a set of references who expect to be contacted and are ready to respond to online reference requests.
Know that algorithms have the potential to be biased — or may simply not be proven to actually work. Careful and responsible employers take this into consideration and do their homework by vetting the technologies they use to ensure they show no adverse impact or bias and don’t inaccurately profile anyone. But you should still be aware of the possibilities, and consider following up on an application by phone or email.
[See: 10 Ways Social Media Can Help You Land a Job.]
Make sure employers know more about you than what an algorithm might tell them. The human factor can help overcome algorithmic biases. Maximize the value of your most personal touch points throughout the process. That means doing your homework to ace interview opportunities and being at your best during the entire experience, from the small talk you make with the receptionist to the care you devote to crafting your thank-you notes. Written materials, like your cover letter or a writing test, are also opportunities to stand out.
This is also an area where job reference input can make an important difference. If your references can deliver candid, thoughtful feedback, they can conjure a three-dimensional image of who you are as a person in the workplace. That’s something that an algorithm can never do.
In the end, the machines are here and part of the hiring process, and they aren’t going away. Be aware and understand that it’s OK to ask questions about how you’ll be measured.
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3 Ways to Make Sure a Machine Doesn’t Judge Your Job Search originally appeared on usnews.com
