Recruitment AIs are biased, you should beware

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According to a 2020 survey of 500 organizations from various industries in five countries, 24% of companies said they have adopted AI for recruitment purposes and 56% of HR managers plan to adopt one of these solutions in the future. ‘coming.

Beware of recruiting AIs if you wear glasses

This survey says a lot about the massive use of algorithms for hiring processes. It must be said that they have many advantages. In addition to simplifying the procedure for companies, they could, according to their designers, make it possible to better fight against human prejudices such as sexism or racism.

Except that it is not so, and it is perhaps even the opposite which occurs, if one believes a recent study carried out by researchers from the University of Cambridge. According to them, such claims are “technosolutionism”. Clearly, this amounts to affirming that technology will allow us to solve problems that require investments and a real global cultural change.

As part of their research, the scientists were able to identify in particular that the AIs used to restrict the number of applicants helped to standardize rather than increase the diversity of the workforce.

Therefore, the algorithm will tend to favor the person who has the right diploma without trying to go further. And because RNs are configured based on past data, in most cases, successful candidates will look like current company personnel.

During the video interviews, the researchers spotted that the AI ​​programs favored candidates who sat in front of a bookcase or whose walls were adorned with artwork. On the contrary, he judged that people wearing glasses were less conscientious, without anyone really knowing why.

New measures taken by the American government

This is not the first time that recruitment AIs have been singled out. We spoke to you in particular last May about this initiative of the government of Joe Biden in the United States. The Department of Justice has published a document aimed at American employers who use algorithms to recruit.

They are called upon to take additional measures for the disabled to ensure that all applicants are treated equally. Therefore, and if these tools are still used, companies are asked to adjust the scores obtained by disabled people in order to eliminate the difference.

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