The expert spoke about the systemic crisis of trust in the field of automatic recruiting

Modern digital tools have simplified and accelerated the hiring of employees, but at the same time led to an increase in negative attitudes towards applicants' resumes. Employers are increasingly calling most of the responses "garbage", considering them unsuitable for selection. However, such an assessment is largely the result of mistakes on both sides of the hiring process, Vladislav Bykhanov, managing partner of CORNERSTONE HR company, told Izvestia on January 17.

According to him, one of the key reasons is the vaguely formulated requirements for candidates. When an employer does not fully understand who exactly they are looking for, a flood of inappropriate responses becomes inevitable. An additional burden is created by the mass mailing of resumes by applicants, who send them to almost any vacancy in the hope of a random response. Automated recruitment systems, in turn, allow you to quickly sift through hundreds of questionnaires, giving companies the feeling that most candidates initially do not meet expectations.

The expert calls unreliable information in the resume a separate problem. In an attempt to pass automatic filters and interest the employer, applicants often embellish their experience, overestimate their performance, indicate non-existent achievements, fake recommendations, or formal work experience in well-known companies. It is also common for candidates to ascribe leadership functions to themselves that they did not actually perform, or to claim to have higher education, certificates, and a level of proficiency in foreign languages that do not correspond to reality. As a result, employers have high expectations, and disappointment in face-to-face communication only increases distrust of all resumes in general.

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Experts expect that this will help in the fight against personnel starvation.

"When everyone is lying, it is very difficult for a real candidate with an honest resume to break through. Such approaches have serious social consequences. The employer and HR managers are starting to treat candidates as "spam". This view forms a stereotype about the futility of trying to get a job in the classic way ("send out a resume and wait")," Bykhanov noted.

According to the expert, this approach has broader social consequences. Automatic filters can exclude qualified candidates on formal grounds, increase feelings of injustice and bias, and indirectly influence issues of equality in the labor market. As a result, applicants develop a sense of second-rate and undervalued.

The specialist sees a way out of the situation in a revision of hiring approaches. He urges employers to abandon derogatory terminology regarding resumes, increase transparency of requirements for candidates, and, if possible, supplement automatic selection with elements of live, individual communication. According to him, technology should help to find suitable employees, and not replace the assessment of human potential.

The expert emphasized that an employee's effectiveness is determined not by formal compliance with algorithms, but by the real benefits that he can bring to the company. Respectful attitude towards candidates and a more informed approach to hiring, in his opinion, can make the interaction between employers and applicants more productive and fair.

Earlier, on September 6, in the Selecty study and hh.ru "The source code of the ideal job of an IT specialist" named the main factors for zoomers when applying for a job. Zoomers born from 1997 to 2012 are increasingly making themselves known on the labor market and are becoming the subject of active discussions in society and the media. Generational theories are particularly relevant, which highlight their unique features, such as the priority of personal interests over work tasks.

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