Talent News Round-Up: Digital Employees, Age Bias, and AI Resumes
Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campell’s first-hand takes on these pieces.
- First, we look at a very controversial piece from Lattice who have recently just onboarded and started managing their first digital employees. A glimpse into the future or a strange and uncanny situation that we’re just not ready for?!
- This article from Forbes digs into a very well-known topic with some new research – age discrimination. Still a big problem within the hiring industry and something a lot of recruiters and hiring managers need to improve on.
- Finally, SHRM’s news item on how job seekers are leveraging AI for their resumes is a thought-provoking and timely discussion. Given the prevalence of Gen AI, this is something that organizations need to keep an eye on.
Join us as we explore these pivotal insights and their implications for the future of work.
1. Lattice Becomes First Company to Give ‘AI Workers’ Official Employee Records
Source: Lattice
Lattice is pioneering the responsible use of AI in employment by creating digital workers with official employee records, ensuring they are onboarded, trained, and managed like human staff. This innovative approach emphasizes transparency and accountability, aiming for a harmonious integration of AI and human employees. By partnering with academia and policymakers, Lattice is aiming to set a standard for the future of AI in the workplace.
Johnny Campbell’s take on this:
“Wow, just wow! PLEASE read this article and share your thoughts. I am a massive cynic and think this is just bananas but maybe I will be eating my words in a year’s time? What do you think? Digital workers in the org chart??“
2. What Employers Must Do When Hiring Bias Against Older Workers Resists ‘Nudging’
Source: Forbes
New research from the London School of Economics and the University of Essex reveals that hiring bias against older workers resists subtle nudging techniques. Across five studies, younger candidates were twice as likely to be hired over equally experienced older candidates. Only explicit diversity statements emphasizing the value of older workers reduced this bias. The study suggests that companies should clearly communicate diversity goals and use multiple strategies to promote age diversity in hiring processes.
Johnny Campbell’s take on this:
“I love this! Turns out that if you want your recruiters or hiring managers to hire older workers, you have to explicitly tell them. I used to be one of those age biased recruiters; I would immediately remove anyone over 35 from my searches for senior accountants. Seriously, 35? Oh to be 35 again! Anyway, this is an important one and highlights the weaknesses of nudges and the importance of spelling some things out!“
3. AI-Written Resumes: Use a Discerning Eye, Hiring Managers Advise
Source: SHRM
Job seekers increasingly use AI to craft resumes with keywords matching job descriptions. However, HR professionals must discern these padded resumes. Kristin Pozen from Duffy Group Inc. advises paying close attention to keyword overuse, the presence of metrics, job progression, and job “inflation.” She emphasizes using behavioral questions to verify candidates’ true experience. While AI can help polish resumes, it should be used judiciously. Authentic representation remains crucial to accurately assess a candidate’s fit for the organization.
Johnny Campbell’s take on this:
“No surprises here, candidates are going to use AI too! I think this really underscores the need for recruiters to move beyond screening to conducting proper interviews before sending candidates to hiring managers. If you’re a recruiter, ask yourself are you screening or interviewing? There is a big difference, and screening ain’t going to cut it anymore.”