GabyArtificial intelligence tools are confidently and quietly replacing HR professionals. It turns out that most of the world’s leading companies are already actively using algorithmic services. AI in the role of human resources specialists.
It is known that 99 percent of companies on the Fortune 500 list use smart technologies to review resumes, analyze interviews, and even make final hiring decisions.
Fortune 500– annuallyrenewablea list of the largest corporations in the USA, ranked by total revenue.
Without human f actor a
Professor Hilke Shellmann from New York University sheds light in her book “Algorithm” on how the hiring world is turning into a “Wild West,” where unregulated AI tools make decisions without human oversight.
Artificial intelligence decides whom to hire for work “and who to dismiss by monitoring people’s behavior on social media, the tone of their voice, and their facial expressions during interviews,” said Hilke Shellmann to the publication. Daily Mail .
Algorithms can inform management not only about who to invite for an interview but also about who should be promoted or fired. AI can even alert a manager if an employee intends to resign.
At the same time, the artificial intelligence tools used for hiring are not reliable. Even company recruiters do not have a complete understanding of how these technologies work. Meanwhile, the work of AI in the role of HR is “fraught with discrimination,” noted Professor Shellmann.
The algorithm can generate strange perceptions of a candidate’s likelihood of success or predict their success based on church attendance or affiliation with a certain nationality and gender. Women or people with disabilities may face discrimination in the hiring process. At the same time, they have no way to respond to this, as they do not know why the AI tools determined their fate in that particular way.
“Companies that use such tools usually do not want to comment on it, as they feel that their reputation may suffer,” said Ms. Shellmann. And this is understandable, as it turns out that employers often do not even review the resumes of candidates who ultimately face rejection.
Of course, AI tools save companies money and do not overwhelm recruiters. However, there is no guarantee that the algorithms will select the most qualified specialists.
Many companies use AI to analyze video interviews with candidates to detect “wrong tone of voice,” facial expressions, and movements that reveal certain emotions. But can the information obtained by the algorithm accurately indicate whether a person will be “good or bad” at work? In reality, this information often “doesn’t carry much weight,” noted Ms. Shellmann.
She also mentioned that employers now regularly scan social media using AI. They look for “important” details, such as a candidate’s links to songs with violent lyrics. As a result, they may “brand them as a violent person who should not be hired,” the expert explained.
Robot o Researchers seek to “look under the hood” of a person.
When companies use AI algorithms to assess personality based on social media posts, they prefer to learn about who the candidate really is. In other words, employers “want to look under the hood of a person, to find out who you are before hiring you,” noted the professor.
Previously, for “looking under the hood,” recruiters could only analyze handwriting using archaic technologies. Now, AI is thoroughly dissecting candidates.
However, as Hilke Shellmann reminded us, according to scientific data, personality traits account for only five percent of success at work. That is very little.
Instead, a person constantly adjusts their individuality by working on themselves. For example, if they are shy, they try to overcome this flaw at a party or among colleagues at work. Unfortunately, artificial intelligence is not familiar with such subtle matters.
