Nathaniel M. Glasser, a Member of the Firm in the Employment, Labor & Workforce Management practice, in the firm’s Washington, DC, office, was featured in an interview with Employee Benefit News, in “How to Leverage Technology Beyond Hiring Practices,” by Amanda Eisenberg.

Following is an excerpt:

As predictive algorithms and other data analytics tools become omnipresent, employers need to be cognizant of the risks of using software they didn’t program themselves. Nathaniel Glasser, a member with law firm Epstein Becker Green’s Employment, Labor & Workforce Management practice, spoke to Employee Benefit News about how employers can leverage these technologies without perpetuating biases found in the hiring process. …

Employee Benefit News: Where do employers start if they don’t have a data scientist or never implemented big data analytics?

Nathaniel Glasser: There are a number of companies that have technology options for utilization in HR, and they run the gamut from hiring through promotion, workforce analysis, retention and things of that nature. What we’re seeing is with companies that are interested in finding these techniques, they are looking for efficiencies. Employers are recruiting online so they’re receiving hundreds or thousands of applications for any given position, and their recruiters are overwhelmed with that first screen. One of the benefits that’s being touted by the vendors is the potential to increase diversity in your hirees. Along with efficiency, it’s speed and it’s the ability to focus your recruiters on other issues rather than the initial screen. Often, they’re looking at HR people analytics, first from the hiring standpoint.


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