I
Researching the use of artificial intelligence (AI) in the world of work,
Hilke Shellman
She thought it would be a good idea to try some tools. Among them was a system called a one-way video interview system aimed at supporting recruitment.
my interview.
She got a login from her company and started her experiment. She first chooses the questions she asks as a hiring manager, then video records her answers as a candidate, and then her proprietary software records the words she used and the intonation of her voice. was analyzed. She scores how suitable she is for the job.
She was delighted to have an 83% match rate for the role. But when she redid her interview in German, which is her native language, instead of English, she received an error message and instead she received the appropriate score (73%). I was surprised that it did. And she wasn’t even trying to answer the question this time. But read the Wikipedia entry. The record the tool made up of her German was gibberish.When her company showed her their tools
Already knew
Since she didn’t speak English, she was graded mainly on intonation, but we used a robot voice generator to read her English answers. Here again she recorded her high score (79%) and Shellman gave her a headache.
“If simple tests show that these tools may not work, then we need to seriously consider whether we should be using them in recruiting,” said Shellman, an assistant professor of journalism at New York University and an investigative reporter. “There is,” he says.
The experiment, which was conducted in 2021, is described in Schellman’s new book,
algorithm.
Explore how AI and complex algorithms are increasingly being used to help hire and then monitor and evaluate employees, including firing and promoting them. Mr. Shellman previously
guardian
In addition to experimenting with the tools, we also talk about this topic with experts who have researched the tools and experts who are on the receiving end of the tools.
This tool is attractive to employers because it aims to reduce the time and cost of filtering through large numbers of job applications and increase workplace efficiency. But Shellman concludes that they do more harm than good. Many hiring tools are not only based on troubling pseudoscience (for example, the idea that your voice intonation can predict your success on the job doesn’t hold true, Shellman says), but they also have the potential to discriminate. There is also.
Source: www.theguardian.com
