Federal agencies are increasingly using automated hiring
systems with the potential to “streamline the application
process, assess applicants fairly and thoroughly, and reduce
hiring time,” but only “when used wisely,” according to a
new report from the Merit Systems Protection Board.
Automation of hiring is being driven by evolving IT, the
desire to accelerate the process, and the prospect of
greater efficiency, said to the report — adding that such
systems “are much more than electronic filing cabinets,”
for resumes.
It said that while these systems can help identify promising
candidates, people still must determine what the systems
would look for, decide how, and manage the process, so rather
than full automation, these systems are far from “hands off.”
“There is no realistic alternative; manual, paper-based
hiring processes are too burdensome, labor-intensive, and
costly to be practical on a large scale,” said MSPB, insisting
that an effective hiring process is a requirement rather than
merely a plus.
It said the systems should be used to improve applicant
sorting, but that they do not go beyond the limitations of
any initial applicant assessment, so they are best suited to
making broad distinctions among applicants, such as not
qualified, or highly qualified.
However, they can also be used to administer support for
“other types of assessment such as objective tests and
structured interviews,” said the report.
