AI innovators, startups, and tech giants have been working to change how hiring is done by using algorithms that can learn from data. But will these tools really work as well in practice?
The “high pay lots of openings no applicants wall street journal” is a news article that talks about how artificial intelligence could be used to reduce hiring biases.
Artificial intelligence’s use to assist firms in making sensitive decisions has long alarmed US authorities, notably because of its potential to amplify human bias.
However, as a result of broad recruiting efforts, AI proponents argue that the technology, far from being unsafe, might help organizations make more fair—not simply faster—hiring choices.
Staffing difficulties remain among the most significant near-term threats, according to polls of business leadership. The so-called Great Resignation, a huge reorganization of the workforce that corresponded with the coronavirus epidemic, continues to loom big for corporations. Despite repeated warnings from regulators and academics about the potential for algorithms to successfully learn from and then exaggerate human biases, many have resorted to AI to beef up their recruiting muscle.
However, proponents say that eliminating the human factor may really assist. AI output can be easily audited, and computers can be purged of some of the subtle biases that may exist in the human mind. Because a machine lacks a hometown, a college education, and interests, it will not intuitively warm to a nice prospect in the same way that a live recruiter could.
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“One candidate might talk about their varsity lacrosse team and being a captain of the team, while another candidate might say, ‘I watched the football game last night,’” said Kevin Parker, who is transitioning to an executive advisory role at hiring technology company HireVue Inc. after serving as CEO. HireVue provides interview automation software.
“You obtain a more fairer result when you can ask the applicants the same question about the talents related with their job… “As a consequence of it, diversity improves,” Mr. Parker added.
Many discussions concerning AI intervention in crucial choices have centered on its potential to accentuate biases, which may happen when the data set used to train an AI system is biased itself.
McGill University’s Matissa Hollister is an assistant professor of organizational behavior.
McGill University (photo)
“There’s a growing awareness that these technologies might reinforce prejudice,” says Matissa Hollister, an associate professor of organizational behavior at McGill University. “I can’t tell you how many times I’ve heard, ‘Keep the people in HR.’”
“Even technologies that aren’t particularly shady may cause considerable blowback,” said Dr. Hollister, who recently worked on a “tool kit” for AI in HR with the World Economic Forum.
Some businesses have made major AI blunders. For example, Amazon.com Inc. allegedly canceled an algorithm designed to help in the recruiting of top talent after learning that it would reject applicants who mentioned on their résumé that they attended women’s institutions or were members of women’s organizations.
According to a Reuters story, the tool learnt what Amazon was looking for in a recruit by looking at the resumes of individuals who applied in the previous decade, a group that was strongly skewed male. The concept was only studied on a trial basis, according to Amazon, and was dropped because the algorithms were too basic.
Kevin Parker is the CEO of HireVue.
HireVue Inc. photo
The potential for AI to do damage has drew the attention of regulators. The Equal Employment Opportunity Commission, a federal agency that enforces employment laws, said in October that it will investigate the use of AI in hiring decisions.
When the agency’s approach was revealed, EEOC Chair Charlotte A. Burrows said AI must not become “a high-tech avenue to discrimination.” However, the EEOC said that it will look at “promising practices” in AI and other developing technologies.
Though some tools may duplicate human prejudices, according to Frida Polli, CEO of Pymetrics Inc., others can assist firms filter bias out. Pymetrics, whose customers include McDonald’s Corp. and Kraft Heinz Co., utilizes games to assess applicants’ traits like as attentiveness and risk tolerance and decide if they would be a good match for a certain position.
Pymetrics’ algorithms have been evaluated by specialists from Northeastern University to guarantee they don’t discriminate accidentally, according to Dr. Polli, who worked as a neuroscientist at Harvard University and the Massachusetts Institute of Technology.
The exams don’t necessary have right or incorrect answers, but they may help organizations uncover people who would otherwise be ignored, for example, by directing a methodical person to a position that matches their style.
Some candidates, such as those who didn’t go to college, didn’t get good grades, or don’t know anyone who works at a company, may be qualified for a job but will go unnoticed in a time-consuming process in which recruiters are forced to make snap decisions and quickly eliminate a large number of candidates, according to Dr. Polli.
“I adore people,” says the narrator. According to Dr. Polli. “I don’t believe we should be disintermediating people anytime soon,” says the author. However, there is no evidence to support the notion that people are impartial.”
HireVue’s features, according to Mr. Parker, may also assist extend search results. HireVue’s automated interviewing software allows a firm to interview hundreds or thousands of applicants who react to predefined questions, and then parses their transcribed responses to assess candidates’ characteristics, such as how team-oriented they are.
Mr. Parker said, “We’re constantly searching for bias in the process.” “We put the procedure through a lot of rigorous testing to ensure that anything unpleasant doesn’t seep in.”
The program, which was developed after HireVue’s creator observed he was being passed over by companies looking for Ivy League grads, interviews approximately a million individuals every month and has been used to conduct interviews in 40 languages. According to Mr. Parker, the firm has an AI ethics advisory group that helps it negotiate ethical concerns.
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Mr. Parker stated of his product, “It’s not designed to and shouldn’t be used in lieu of human connection.” “It’s about finding out how to figure out who you should be talking to in the most effective manner.”
But, according to Mr. Parker, an AI-powered platform offers significant benefits when it comes to giving prospects a first glance. It can sit through a thousand interviews without becoming bored or resorting to mental shortcuts that may lead to an unjust elimination of a candidate.
“Can the artificial intelligence tell me whether the applicant is wearing a tie?” a consumer once inquired. “No, no, no, no, no, no, no, no, no, What is it that you wish to know? It should make no difference what your background is. It shouldn’t make a difference what color shirt you wear. “None of it matters.”
Companies should be aware of the high stakes, particularly for applicants whose livelihoods are on the line, according to McGill’s Dr. Hollister, and consider being honest with candidates about its usage. When evaluating AI’s function, companies must also avoid getting sold by the “mystery and power” of the technology, she added.
She claims that the fundamental assumption of AI is something that “everyone can grasp.”
Richard Vanderford can be reached at [email protected]
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AI could be used to cut hiring biases, advocates say. The idea is that by using the AI, companies will be able to find the best people for a job. Reference: hiring algorithms.
Frequently Asked Questions
Can artificial intelligence eliminate bias in hiring?
How does AI stop unconscious bias in recruiting?
A: Research has shown that by using AI, companies can reduce their unconscious bias in recruiting. This is due to the machine learning mechanism used for artificial intelligence which removes human emotions and biases from recruitment decisions.
How AI changed the hiring process?
A: AI systems are being used in the workforce to streamline and speed up the hiring process. This leads to more efficient ways of finding talent as well as reducing expenses for employers.
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