We’ve automated the hiring process without questioning the assumptions underneath it.
AI writes the CV. AI then screens the candidates it will soon replace. In the process, we’re transferring and scaling our existing biases to AI. What exactly are we optimising for?
Hiring for culture fit often means hiring for comfort. Sure, some self-replication keeps operations stable. But without culture add, you’re optimising for yesterday.
We talk about diversity in hiring. We mean gender, ethnicity, neurodiversity. We rarely mean age. Filtering out either experience or inexperience is diversity washing.
The common thread: we’ve automated the process without questioning the assumptions underneath it. The shortlist feels wrong because the job description was written for the last person who filled the role, not the next one who will shape it.