Proponents of artificial intelligence say it can eliminate human bias in hiring. Critics argue the algorithms are as flawed as the people making them. Nonetheless, A.I is becoming a mainstay in how employers attract applicants and select talent. According to the Brookings Institution, 55 percent of U.S. human resource leaders use some kind of predictive algorithms: A.I. matches candidates with job openings; it analyzes facial expressions and movements during interviews; game-based tests and personality quizzes supposedly match the right people with the right role.
On today’s Brainstorm, Michal Lev-Ram and Brian O’Keefe examine how A.I. can improve hiring, but how it can also fall dangerously short of its promises.
Alexandra Givens is the President and CEO of the Center for Democracy and Technology. Barring any substantive A.I. regulation, she says employers are responsible for knowing the drawbacks of these powerful algorithmic tools.
Jake Appel, Chief Strategist for ORCAA, the O’Neil Risk Consulting and Algorithmic Analysis, says that no one should be surprised algorithms make the lucky even luckier.
And Kieran Snyder, CEO and co-founder of Textio, describes how her company’s augmented writing platform relies on machine learning as well as human editorial oversight.
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A.I. Is Transforming Hiring | Brainstorm podcast - Listen or read transcript on Metacast
