This year the challenge is to face a volume of inbound job applicants. Workable helped with “killer” questions. We use knock-out questions as a strategic tool in our hiring process to efficiently filter out inbound job applicants who do not possess the essential skills or qualifications required for the job.
For example, imagine a company like Zego is hiring for a senior engineering role that requires SQL experience. If a candidate doesn’t have this experience a knockout question about this skill can help to deprioritize them. Zego still collects their applications and can resurface the candidate in the future through Workable’s AI when a suitable role does open up.
By doing so, they save time and resources for the hiring team. This approach helps ensure that the most promising candidates progress to further stages of the hiring process, ultimately leading to a more focused and efficient recruitment process, reducing the likelihood of hiring mismatches, and potentially improving the quality of hires.
As for Hired, the AI-driven platform matches candidates to employer roles, approves candidates to go live based on marketplace demand, recommends similar candidates, and more. Hired recognises AI technology can speed up sourcing, screening, and filling roles while being aware that these tools can’t fully replace human expertise.
To maintain transparency and ensure bias-free hiring, Hired regularly conducts AI audits. These are technical assessments of the organisation’s methods to prevent, detect, and correct algorithmic bias.