Total Reliance on the Algorithm
The Best Match Isn't Always in the Formula
What is an algorithm if not a predictive formula—an attempt to determine what will and will not work based on presumed patterns of how things are expected to unfold in the future? In essence, this lies at the heart of science: patterns in data are analyzed to determine what is likely to occur.
Recently, I used a popular AI platform to identify the best approach for engaging a company based on my skills and experience. Despite my credentials being clearly documented and uploaded, the platform repeatedly referred to me as an in-training professional in Industrial/Organizational Psychology rather than a trained professional. When I challenged the system on this misrepresentation, there was an apology for the oversight, and the information was eventually corrected. However, the pattern persisted long enough to raise concern.
While technological advances have undoubtedly increased the speed of decision-making and often serve as effective virtual assistants, an overreliance on these systems can result in organizations repeating outdated patterns. In the hiring process specifically, algorithms can misrepresent candidates by:
- Disregarding experience that does not carry a specific or expected job title
- Misusing terminology or tense—such as “training” versus “trained”—thereby distorting actual qualifications
- Determining suitability for interviews or hiring primarily based on keyword repetition from job descriptions rather than demonstrated capability
This is not to suggest that algorithms are inherently flawed. However, this dynamic may help explain why many organizations repeatedly post and repost the same roles within a 12-month period—an experience many of you have witnessed both as applicants and as organizational leaders. When early-stage hiring decisions rely solely on algorithms, organizations risk overlooking candidates who possess the assets necessary to advance a 10-year strategic vision, rather than merely sustaining a one- to three-year operational plan.
The lesson is this: hiring requires holistic stewardship. For applicants, responsibility lies in ensuring application materials accurately and strategically reflect alignment with the role, without exaggeration or underrepresentation. For employers, the greater responsibility rests in intentionally balancing algorithmic efficiency with human intuition, flexibility, and forward-thinking judgment. How often have candidates appeared ideal on paper, performed well in interviews, yet ultimately failed to meet performance expectations or align with organizational culture?
The cost savings associated with securing the best hire—not merely the right hire—are immeasurable.
It is my privilege to support organizations in this decision-making process, not only in initial candidate screening but also in identifying and cultivating talent already within the organization. Often, additional advertising is unnecessary when there is a deeper understanding of true human capital.
Do not miss your best matches by relying solely on the convenience of a formula.
