AI Arms in Employment is a great chaos for everyone

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You can hear the frustration of the human resources sections. Researchers have discovered artificial intelligence and are not afraid to use it. Employers have become ice by people who use new tools to pick up non -personal requests. Some applicants use artificial intelligence to deceive their way through online assessments as well. FT stated that many of the big employers they have.Zero tolerance position Towards the use of artificial intelligence. ”

I am sure this will be news for applicants, who had to withstand artificial intelligence by older employers for years. In fact, job seekers will be among their rights to say: But you started that.

Like many warning tales, these tales begin with good intentions. In 2010, employers have implemented a new mechanism to rid the candidates before interviews because they wanted to make the process more efficient and more fair, with less danger than human bias.

“Slipping interviews for the video”, for example, includes applicants who answer questions alone in front of their web cameras with no human being on the other side. Often, the artificial intelligence system evaluates their responses. But I never met a job seeker.

In 2021, she wrote about research that warned that young people feel Confused, inhuman and exhaustion Through new tools. I was flooded with responses. A older man wrote: “I did one of these and was the most difficult and most insulting experience that I had ever faced,” wrote an older man. “The interview itself is difficult enough for a person in the labor market for the first time in years, but then you throw this on it. There is no objection to saying that I was traveling and doing one of a hotel (not perfect with my iPad budget on a bag) for a 30 -year -old company. Then he said, sat in his room in the hotel and cried.

So it should not be surprising that job seekers have turned into new tools of artificial intelligence such as ChatGPT to accelerate or “game” a process that already felt human. Videos appeared on Tiktok in which people explain how to use ChatGPT to provide answers to questions in unequal video interviews, which the applicant simply reads.

However, it is clear that the AI ​​Arms race that followed is not going well for anyone. It was supposed to improve efficiency and fairness. It has become a threat to both.

On the side of efficiency, employers complain that they are immersed in requests, which only feed more rejection. “I hesitate to say that it breaks the system, because it is not broken, but this means that you are getting more upcoming requests,” Stephen Echarswood, joint CEO at the Student Order Institute, told me. It is also difficult for employers to find the best candidates because some applicants use artificial intelligence to increase their degrees in their skills tests.

Unnecessary access to paid artificial intelligence models that perform better in employment assessments may nourish a new type of injustice as well. Jimmy Bates, founder of the Neurostight Evaluation Company, told me that their survey of 1500 mills worked last year and found that 31 percent of men were using a paid tool, compared to 18 percent of women.

It should be noted that Beurostight sells a tool that you market as a resistance chat, so Betts has some attention on this point. However, he said that his company had recently completed an analysis of the well -known monetary thinking test for a global professional services company. “A year on an annual basis, what we saw is great (relative) performance increases between black and female individuals and (those who have) economic social indicators such as if you have free school meals.”

What are the solutions? Some online assessments, at the present time, are less likely to use artificial intelligence, such as those that include playing short games. But I will not be surprised by seeing the return of the group testing centers to assess technical skills. ISherwood and Betts said that employers were considering re -introducing the human touch earlier in this process as well.

Even hirevue, the large seller of simultaneous video interviews, wrote on the paper last year: “One of the best ways to reduce cheating behavior of all types is to take advantage of a multi -stage workflow in which knowledge, skills, capabilities, candidate and capabilities are validated in a direct interview.”

Will there be a comparison with bias and consistency? maybe. But if there is a lesson from this warning story, technology cannot be just magic bodies. Simple solutions apparently remain for difficult problems to solve them for a long time.

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