Comment by kyralis
16 hours ago
Is it? Or is it a 65% chance of a resume getting ignored before a single human sees it, reducing your pipeline's likelihood of catching qualified candidates by the same?
Gates that reduce resume flow-through are only useful if their reduction is correlated with quality. Otherwise they're just dragging out your hiring process or unnecessarily causing you to ultimately lower your hiring bars.
> Gates that reduce resume flow-through are only useful if their reduction is correlated with quality.
The volume is infeasible to review everyone for quality, even at an hour scale. The conclusion and solution is inevitable, though I wish it were different. 35% is actually really good if you’re not coming in through a referral.
The current reality is <1% and the person reviewing you is exhausted.
You may as well just randomly pick 65 to discard, if your only goal is to reduce the number for review.
That’s exactly it for large scale hiring with finite resources.
It’s all probabilities in the end. And if an LLM gives you more a more relevant pool vs random distribution, that’s still a net benefit.
What a inhumane way of looking at this. Hiring is deeply flawed, you know it, and yet you keep job postings open for weeks/months in case "the one" magically appears on your doorstep instead of just interviewing 10-20 people and just pick one...
Corpo bullshittery at its finest.
What's the alternative? Everyones up in arms, but I see ZERO viable alternatives proposed.
If you have 1000 applications for every job, and you know that a bunch of these applications are "a bad fit", to put it mildly, you have to filter. And you cannot realistically give every resume a good, human look. By the time HR would be done, the market has already moved on five times.
So, what is the real difference between being overlooked because HR could only look at the first 100 resumes, or the AI filtered all 1000 resumes down to 100? In the end, a fuckton of potentially great people get their feelings hurt either way.
12 replies →
This reasoning isn't.
The goal for the interviewer is to have a much higher ratio of good/bad candidates after the first screening. This means the more costly time you spend on the second step has a better return.
So the question is: is the score given by this system correlated with candidate quality? I don't think this post gives enough data to know.