![]() You get similar results for a “successful manager” search. For example, when you search the term “professor style”, Google Images returns exclusively middle-aged white men. The data on which algorithms “learn” to judge candidates contains these existing sets of beliefs.Īs UCLA professor, Safya Noble, demonstrates in her book Algorithms of Oppression, a few simple Google searches shows this happening. It is created within our existing society, marked by a whole range of different kinds of biases, prejudices, inequalities and discrimination. The fundamental issue with this, as is often pointed out by critics of AI, is that this technology is not born in a perfect society. The thousands of facial features analysed include brow furrowing, brow raising, the amount eyes widen or close, lip tightening, chin raising and smiling. The 350 linguistic elements include criteria like a candidate’s tone of voice, their use of passive or active words, sentence length and the speed they talk. These are compiled from previous interviews of “successful hires” – those who have gone on to be good at the job. ![]() ![]() The AI is built on algorithms that assess applicants against its database of about 25,000 pieces of facial and linguistic information. But there are important risks we should be wary of when outsourcing job interviews to AI. ![]() HireVue says it speeds up the hiring process by 90% thanks to the speed of information processing. Some 700 companies, including Vodafone, Hilton and Urban Outfitters have tried it out.Ĭertainly there are significant benefits to be had from this. It was used in the UK for the first time in September but has been used around the world for several years. ![]() The technology, developed by US company HireVue, analyses the language and tone of a candidate’s voice and records their facial expressions as they are videoed answering identical questions. Artificial intelligence and facial analysis software is becoming commonplace in job interviews. ![]()
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