EXPERIENCE ISN’T AN ALGORITHM
Drive by Friday
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Drive by Friday –
ARE WE SCREENING OUT OUR BEST PEOPLE?
AI is getting smarter. But are we getting any better at recognising talent?
I watched the recent 60 Minutes discussion about AI and the future of work, and it certainly got me thinking. You can watch the 60 Minutes report on AI and jobs here.
We talk about skills shortages, finding the right people and building stronger businesses. Yet, at the same time, could we be overlooking some incredibly capable people before they even get the chance to speak to a real person?
It raises an important question for employers:
Are we using technology to find better talent, or could we be using it to filter out the very people we need?
WHEN THE ALGORITHM GETS IT WRONG
AI has a place in recruitment. It can save time, process applications, and help recruiters manage large volumes of candidates. But there is a difference between identifying a potential match on paper and recognising what someone can genuinely bring to a business.
If screening tools rely too heavily on keywords, job titles, qualifications, or a particular career path, they could miss people whose skills and experience don't fit neatly into a box. And what happens when an experienced candidate doesn't tick every box on a digital checklist? They might never make it to the shortlist. They might never speak to the hiring manager. And their next great opportunity could disappear before anyone has even heard their story.
TOO EXPERIENCED? OR EXACTLY WHAT YOU NEED?
Let's talk about the mature workforce.
We're talking about people who have navigated challenging business environments, managed difficult customers, solved problems under pressure, led teams, built relationships, and learned from years of experience.
They may bring commercial judgement, resilience, perspective, and the ability to mentor others. They've seen what works, what doesn't, and how to keep things moving when the unexpected happens. Of course, experience alone doesn't guarantee the right fit. Skills, attitude, adaptability, and the ability to do the job still matter.
The question I ask is: why should someone be overlooked simply because they've accumulated more years of experience? What one employer sees as “too experienced” could be exactly what another business needs.
Let's not forget that technology skills aren't exclusive to younger generations. Nor does being younger automatically mean someone is more adaptable, just as being older doesn't mean someone is resistant to change.
Perhaps it's time to leave those assumptions at the door.
CAN AI RECOGNISE POTENTIAL?
Here's where the conversation gets interesting. A CV tells us part of someone's story. It doesn't always tell us how they handle a difficult client, bring a team together, navigate a business challenge or transfer their skills into a new industry.
It may not capture the lessons learned from a career spanning different roles, industries, and economic conditions. AI can help us identify patterns, but we need to question whether those patterns are always the right ones.
If a recruitment system has been designed around a narrow idea of the “ideal candidate”, could it unintentionally favour people who fit that mould while overlooking others who could perform just as well or even better?
This isn't about being anti-AI. It's about using it responsibly, checking for potential bias and ensuring technology supports recruitment decisions rather than making them blindly.
THE NUMBERS ARE WORTH A CLOSER LOOK
This isn't just a conversation sparked by television.
A 2025 report from the Australian Human Rights Commission and the Australian HR Institute found that almost one in four surveyed HR professionals considered workers aged 51–55 to be “older”. The research also found that only 28% of surveyed employers were open to recruiting people aged 65 and over to a large extent, while 18% said they were not open to hiring this age group at all.
That is worth thinking about when businesses are competing for talent and trying to fill skills gaps.
The conversation around AI screening is growing. In a March 2026 article, Jobs and Skills Australia explored how AI recruitment could leave valuable talent behind. The article highlighted how automated screening can miss transferable and less visible skills when applications don't use the expected keywords or job titles.
The message is clear: we need to look beyond assumptions and consider the person behind the application.
A LITTLE LESS AUTOMATION, A LITTLE MORE HUMAN CONNECTION
What can employers do?
Review your screening process. Check whether your AI tools are unintentionally excluding capable candidates and audit the criteria used to shortlist applicants.
Focus on skills, not stereotypes. Assess what someone can do rather than making assumptions based on age or career history.
Look beyond the CV. Consider transferable skills, achievements, adaptability, and potential.
Keep the human in the loop. Use technology to assist the process, but make room for human judgement, meaningful conversations, and individual circumstances.
Build multigenerational teams. Different career stages can bring different perspectives, experiences, and strengths. One generation's opportunity doesn't have to come at the expense of another's.
And for experienced candidates, keeping your CV current, highlighting relevant achievements, and demonstrating confidence with new technology can also help you communicate the value you bring.
Recruitment should be about finding the right person for the role - not simply the person who best matches an algorithm.
THE DRIVE BY FRIDAY TAKEAWAY
As recruiters, employers, and business leaders, we all have a role to play in making sure good people aren't overlooked.
AI will continue to change how we work and how we hire. That's not necessarily a bad thing. But if we're serious about finding the best talent, we need to make sure efficiency doesn't come at the expense of fairness, experience, or opportunity.
Behind every application is a person, a career and a set of skills that may not be fully captured by a computer. Don't let an algorithm decide that someone's best working years are behind them. Their best contribution to your business could still be ahead of them. And sometimes, the best recruitment decision starts with something no algorithm can replace: A CONVERSATION.
Have a great Friday, everyone! 😊
““See the person, not just the profile.”
Simpli-U - Great People. No Age Limit.
LET'S KEEP THE CONVERSATION GOING
Follow Simpli-U or visit my blog for more recruitment insights, market observations and conversations about the world of work.
Because the right conversation can lead to the right move.
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Lorraine Singer
Director & Consultant – Simpli-U
Recruitment Solutions for the Novated Leasing, Salary Packaging & Automotive sectors
Australia-wide | Solutions all about ‘U’