Applicant Tracking Systems have been around for a while. They process the details on a resume to determine who would be a good fit for the company, and serve as gatekeepers for busy HR departments. In January, however, 300 HR people were surveyed, and 98% revealed that software and algorithms will help them make decisions for layoffs as needed in the coming year. They base this on things like skillsets, and work experiences, as well as certifications, all depending on what they feel will make a high performer for a specific job title. Creepy idea, as sometimes the best performer is the one who doesn’t fit the mold, but instead, thinks outside of the box.

Days after mass layoffs trimmed 12,000 jobs at Google, hundreds of former employees flocked to an online chatroom to commiserate about the seemingly erratic way they had suddenly been made redundant.

Google says there was “no algorithm involved” in their job cut decisions. But former employees are not wrong to wonder, as a fleet of artificial intelligence tools become ingrained in office life. Human resources managers use machine learning software to analyze millions of employment related data points, churning out recommendations of who to interview, hire, promote or help retain.

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