We tend to rely on processes, such as resume reviews, employee-referral programs, and outdated assessments that optimize bias instead of minimizing it.
It's time to look to powerful tools such as AI to de-bias our technological designs, and allow time-restrained recruiters to assess a broader, more diverse pool of applicants.
Employers are legally allowed to use traditional and biased assessments that discriminate against women and/or minorities. If we are going to call for unbiased AI — which we undoubtedly should — we also ought to call for the elimination of all biased traditional assessments for good. Download this white paper to learn more.