AI is disrupting every area of life, including how organizations find talent. Companies are generally aware of the ROI that comes from finding the right person for the right job. McKinsey estimated that, for highly complex roles, stars can be expected to produce 800% more than average performers. And a recent Harvard Business School study showed that there are even bigger benefits to avoiding toxic workers.
Will AI Reduce Gender Bias in Hiring?
Would women be better off if AI and algorithms were in charge of hiring? There are clearly reasons to be hopeful. One of the big advantages of AI is that, aside from being better at spotting things (i.e., millions of data points), it is also superior at ignoring things. AI can be trained to ignore people’s gender and focus only on the relevant signals of talent or potential. For example, algorithms can be trained to pick up relevant signals of EQ, competence, or communication skills, while being truly blind to gender. This would definitely favor women. If AI is trained to identify the actual drivers of performance – defined broadly as an individual’s contribution to the organization — then we can expect a much fairer, more accurate, and replicable assessment of people’s potential than what humans can do. This, again, should be good for women.