Algorithms are widely used in job applicant screening, helping companies sort and rank candidates. This automation can save time and costs but also risks overlooking qualified candidates if the algorithm is not designed carefully.
To what extent should companies rely on algorithms for screening and ranking job applicants, considering both efficiency and potential bias?
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Companies should rely on algorithms in applicant screening to a moderate extent, but not so far that automated ranking becomes the real decision-maker. The strongest case for using algorithms is efficiency. Large organisations may receive hundreds or even thousands of applications for one role, and human recruiters can