Sometimes a modicum of friction is helpful. The thing is it's far more than a "modicum" in practice. There was a recent Harvard Business School study out ther

Sometimes a modicum of friction is helpful. The thing is it's far more than a "modicum" in practice. There was a recent Harvard Business School study out there revealing that these systems are poorly calibrated (and/or these companies don't know how to use them), and as a result millions of candidates are getting rejected for reasons that are either specious (6-month resume "gaps" that may be due to normal life circumstances) or utterly meaningless reasons (like failing to match certain word combinations). But I agree though that many HR departments would still love to use any tool that narrows the pool (however lossy the filter may be). Whether that is a good thing or bad thing or not is a matter of perspective. In my view, it puts HR's own value and utility into question.