Hyro Blog

Firstly, I want to say. I am not an AI hater.

I use AI all the time. I use it mostly the way I use google. Constantly asking it random questions.

I also use it to work more efficiently.

I even use the LinkedIn free AI suggestive tool (spoiler alert – its not great)

But like everything popular, there are some issues.

AI in recruitment has the potential to cause discrimination.

AI algorithms learn from existing data. So if the data we provide AI is discriminatory, or reflects discriminatory practices, then the AI system will perpetuate those biases in the process.

For example, a machine learning model developed by Amazon, that automated recruitment decisions by observing patterns in applications that were submitted over 10 years. Most of the resumes came from men and the system learned to prefer male candidates. This is a red flag.

The worst part is, we might not even know how AI is making its decision. We don’t know for sure if it is discriminating or who it is discriminating against.

AI will be determining what it considers to be favourable. It’s ironic really; I am writing about AI being discriminatory, but it receives its information from humans, which shows we still have a long way to go with our biases.

Another simple example might be the use of video interviews being performed or assessed by AI. AI is likely to favour people who have better language skills and therefore immediately disadvantage people who haven’t had the same opportunity to cultivate similar skills.

One last example is online assessments, where AI measures scores against employees who were successful in the same role. People with disability may have a slower reaction speed which AI might not be taking into consideration.

Considering we are not yet at a mature stage of successfully attracting and employing people with a disability, is this the route we want to take?

Will AI take into consideration people with protected attributes that are governed by regulations? If so, how so?

Will we even know how AI is assessing candidates?

There is of course, most definitely a future for AI in recruitment. The question is how will we monitor and assess its success?

I would love to hear if your employer has integrated AI into their recruitment practices and your experience with the program?