It’s perhaps a massive over-simplification, but my understanding of the so-called ‘skills gap’ is that two things are happening.
The first is a long-term trend for employers expecting to have to spend zero dollars on training for the people they hire.
The second is the use of algorithmic scanning of CV-scanning software to reject the majority of applicants. Not surprisingly, although it might make recruiters’ jobs a bit more manageable, it’s not great for diversity or finding people who haven’t done that exact job before.
Software can also disadvantage certain candidates, says Joseph Fuller, a management professor at Harvard Business School. Last fall, the US Equal Employment Opportunity Commission launched an initiative to examine the role of artificial intelligence in hiring, citing concerns that new technologies presented a “a high-tech pathway to discrimination.” Around the same time, Fuller published a report suggesting that applicant tracking systems routinely exclude candidates with irregularities on their résumés: a gap in employment, for example, or relevant skills that didn’t quite match the recruiter’s keywords. “When companies are focused on making their process hyperefficient, they can over-dignify the technology,” he says.