Employers should be carefully examining the use of HR-related software to determine which job candidates are rejected for interviews.
This could lead to a massive wave of litigation against employers.
I've seen too many instances where an across-the-board criterion raises potential discrimination problems.
Aside from that, they often don't make sense.
Screening takes time and attention. The thought that you can rush through it with a nifty software program is scary.
It may also become very expensive.
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