A recent study showed that employers were close to 10% more likely to select resumes with “distinctively white” names for a job interview than resumes that had “distinctively Black” names.

On top of this fundamental bias issues, the problem with resumes is that they don’t reflect or predict who will be a high performer once hired. But HR departments and hiring managers still use them like diving rods to make some of their most consequential decisions: who to hire into the organization.

Catalyte CEO Matt Derella discusses this disconnect and why CEOs, CHROs and corporate boards should be pushing their organizations to use an AI, data-driven approach to hiring. Unless they want to be named in the next negative study on resumes.