Can Big Data Remove Bias in Hiring and Business Practices?

Businesses are turning more to Big Data for hiring and in day to day business practices. This has ignited the discussion as to whether bias can be eliminated. Does Big Data in fact remove bias? Some say yes because algorithms are mathematical in nature. They arent subjective. Other say the data and algorithms are as biased as their creators.

To better assess this argument, consider the types of Big Data used to judge people. One is FICO credit scores. Basic types of information such as payment history, amounts owned, types of credit, new credit, and credit history are taken into account. Its for the most part data-driven and based on credit alone. Can the same approach be used by human resources?

Big Data for Evaluating People

Beyond the lending industry, assessing people is done in many ways. One of these elements is SAT scores. Those who score higher tend to come from more affluent families, rather than having a stronger and more desirable individual character. How people score depends on many things, including how the questions are structured. As for the credit example, one can drop their phone number, but that could mean avoiding either creditors or abusive partners.

A New York Times article, When Algorithms Discriminate, was published this summer. It touched on university-led research that computer algorithms can in fact reflect their creators biases. The points it makes especially relate to gender and race discrimination.

How to Use Big Data to Your Advantage

When it comes to recruiting candidates, Big Data can help, but there are more pieces to the puzzle. This involves a few steps:

Consistency in the hiring process. In order not to overlook talent, accurately describe the position and required qualifications. Also accurately represent your company and its culture. The job interview process should involve the same questions, tests, and fairness to evaluate every candidate the same way.

Refine the screening process. Instead of only work history, degrees, and grade point history, evaluate how well a candidate interacts with people and gauge their happiness level. You can therefore build up a list of desirable personality traits to compare qualified candidates.

Integrate social media. There are numerous tools today that collect information from social media profiles to find talented job candidates. Job seekers regularly go online and share information about themselves and their job hunting experience. On the other hand, company related content such as news, videos, and blogs should direct visitors to job postings to boost recruitment success.

Scout the online forums. Industry specific forums are a platform for sharing expertise. Thats where potential candidates can be found, as its where theyre sharing their knowledge, especially if its relevant to issues in your company.

Big Data and human resources is a good partnership. It should not, however, eliminate all of your business practices. Numbers and algorithms alone dont tell the whole story about a person. The interview process, for example, can be complemented by various data points and a look into hiring trends.

Computers have taken on a big role in business, whether in managing operations more efficiently or storing data through what is flash storage. Computers certainly cant completely run a company. A human element is needed and youll have to direct your search into Big Data to get the most accurate picture. Static algorithms by themselves may or may not be biased. Take into account performance characteristics, happiness, expertise, and consistency when hiring. This has a lot of benefits to business especially if youre looking for a candidate with specific industry experience and who fits in with your company culture.