Automated resume screening tools have always been harmful, and have been employed for years now in a lot of companies. The issue comes down to how to filter applications in a scalable manner, but this seems paradoxical since those same companies then complain about a lack of qualified candidates after rejecting them all, leading those candidates to then apply elsewhere. If these companies hired less-than-perfect candidates instead of being so trigger happy with their rejections, there’d probably be far fewer applications to review in the first place, making these automated screening tools less necessary.

The bias question is more relevant now that companies are using more complex AIs. I’m glad the article brought it up since it’s difficult to quantify how biased a model is towards some groups and against others, and where in the model that bias comes from.