Never Waste A Crisis

For any business with volumes in the thousands and hiring in single-digit %, automating screening and assessment is something they have no choice but to do. 

Using AI in recruitment has also become much more mainstream. With research validating the positive impact these tools can have on your EVP

But, HR also is now responsible for what is now the most critical problem to solve – how to interrupt bias.  So, let’s consider the stats on how HR has dealt with the limitation of non-contactable hiring in the first half of this year. 

Video platforms are going off. Which only makes things worse given that video is a petri dish for bias. 

Blind screening is the only way to truly interrupt bias. That’s what a chat interview offers. 

It’s often thought that blind screening means you can’t track the bias, but that’s not the case. 

Smart reporting can show you where the bias is:

  • Which team 
  • What manager 
  • The location 

Any good HR person will tell you the easiest way to check for bias is to look at the hired profile vs. the applicant profile. We do this, not by asking the candidate for this information. 

You can see the bias by using an external service like NamSor to derive ethnicity and gender from candidate names for reporting and testing. Forensically. You can make your leaders accountable for that bias. 


How can you not have this…

AI allows you to see things you can’t. You can process all of that information. Giving you, the hiring manager an immeasurable advantage in your decision-making.   

Using AI to screen people has to be motivated by more than efficiency. Whilst no one’s time is served well by screening thousands of CVs, 100% blind screening for hiring and promotion makes business sense. And it’s the right thing to do. 

It’s giving everyone a fair go. Democratizing opportunity in a world of structural inequality. 

It’s maddening how that aspect of AI vs. human screening often gets neglected when evaluating the merits of the technology by the media. 

In Australia, the indigenous community represents 3% of the population, yet they are nowhere close to that representation in leadership roles. Being a job seeker in today’s environment is incredibly hard.

Being a member of a minority group and being a job seeker in today’s environment is way more challenging. Imagine if the way you hired and promoted made it easier and fairer for those groups.

Easier because you don’t need to sit in front of a video for judgment.

Fairer, because the only thing that matters is who you are. Not what you are.


At PredictiveHire, we pride ourselves on helping organizations reduce bias at the top of the recruitment funnel through an online interview process that is fair and equitable for everyone. We’re passionate about giving everyone a fair chance and giving organizations the tools to realize their goals of true diversity and inclusion in the hiring process. While we can’t control for bias within the organization, we can manage bias at the start of the recruitment process, and work with organizations to raise awareness of bias through the employee lifecycle. 

Barb Hyman

Barb Hyman is an HR executive turned Ai startup CEO. With a diverse background across law, the arts, technology and HR, this unique perspective has led her on a mission to reinvent how organizations make the most important decisions in business – who to hire and who to promote. She believes technology can help us truly humanize recruitment.