Question

1. Does it seem like a good idea to let a big data computer program make hiring decisions, as some companies like Xerox are doing, as described in this chapter? What types of positions do you think this might be suitable for? What might be some drawbacks to this approach?

Answer 1

Explanation:

From resumes, personality tests and aptitude tests, candidates can be comparatively assessed on a number of parameters and computer programs can do this efficiently and quickly. This however may not be applicable to all hiring decisions. Positions that can be suitable for this are positions such as when hiring a company's sales person. This is because extroversion may be a desired characteristic for this kind of position and can be measured using personality tests and the data used to compare, screen or even hire candidates. This approach is good because employers can use computers and software to objectively evaluate a candidate based on skills, experience and knowledge before an interview. It also helps in removing bias from the process. The drawback of this approach is the fact that it is not suitable in the hiring process for some posts in an organization. For example if a company wishes to hire a chief financial officer, a computer program would not be the preferred mode of selection as it would not accurately assess the requirements that a company would require the candidate to have for that post