Rejected by Algorithm: The Growing Influence of AI Tools in Recruitment
The adoption of Artificial Intelligence (AI) tools in recruitment marks a significant evolution in how businesses approach talent acquisition. AI tech offers compelling benefits, such as automation and predicative analytics, both of which can help achieve significant potential savings for businesses.
In a struggling economy, it's no surprise that tools offering an improved quality of hire at a reduced cost are becoming incredibly appealing. From scanning CVs to analyzing candidates' body language and facial expressions in video interviews, AI's footprint in recruitment is expanding.
The Pull of AI Efficiency
On paper, the advantages of AI in recruitment are compelling. By automating the initial screening process, companies can significantly reduce the time and resources traditionally required to sift through applications. AI's ability to work around the clock without fatigue means that the recruitment cycle can be faster, allowing businesses to fill vacancies more swiftly and efficiently.
However, this technological leap forward comes with its own set of challenges, notably the risk of perpetuating discrimination and bias.
The Perils of AI in Recruitment
Sky News recently highlighted this problem with the story of a former MAC make-up artist who lost her job thanks to AI.
During the pandemic, Anthea Mairoudhiou, had to go through a re-application process for her job, as did many of her colleagues. During this re-application process, they would be interviewed but with the caveat that she would be evaluated not only by humans, by an AI system designed to analyse candidates' body language and facial expressions.
This tool marked Mairoudhiou down for her body language. Despite all her qualifications, her performance, and her previous tenure with the company, the AI's assessment contributed to the decision not to rehire her.
The tool, developed by company, Hire Vue, removed the facial analysis function from all new assessments in 2020 after several workers raised concerns. Ms Mairoudhiou took legal action against Estee Lauder, the parent company of MAC Cosmetics, and agreed on a settlement out of court.
This case highlights how easily AI tool can fail to accurately understand humans, their abilities and emotions. Ultimately, AI algorithms are only as unbiased as the data they are trained on. When historical data contains implicit biases—whether related to gender, race, age, or other factors —AI systems can inadvertently replicate these biases.
These technologies offer to parse through thousands of CVs, assess candidates' suitability through complex algorithms, and even predict future job performance. Their value and appeal to businesses are undeniable, despite the clear perils involved.
Best Practice for using AI in Recruitment
To mitigate the risks of AI discrimination and bias, businesses must adopt a proactive and transparent approach. This includes:
Conduct Bias Audits and Impact Assessments:
Regularly evaluate AI recruitment tools for any biases or discriminatory patterns. Utilize impact assessments to understand how AI decisions affect diverse groups and take corrective actions as necessary.
Diversify Training Data:
Ensure the data used to train AI algorithms is diverse and representative of the broader population. This helps in minimizing historical biases and promoting fairness in candidate selection.
Ensure Transparency and Consent:
Be transparent with candidates about the use of AI in the recruitment process. Obtain their consent where required, especially for data processing, and provide clear information on how AI decisions are made.
Maintain Human Oversight:
Ensure there is a human review process to oversee AI decisions, particularly in final candidate selection stages, to catch any oversights by AI systems.
Stay Informed on Legal Compliance:
Keep abreast of evolving legal frameworks governing AI and recruitment. Ensure your AI tools comply with local and international laws regarding discrimination, data protection, and privacy.
Foster Continuous Learning and Improvement:
AI in recruitment is an evolving field. Encourage a culture of continuous learning within your HR team, staying updated on the latest AI advancements and best practices for ethical use.
As the debate over AI in recruitment continues, the legal implications of these technologies remain a critical area of focus. Organizations must adopt ethical guidelines for AI deployment in recruitment, emphasizing respect for candidate dignity, fairness, and the right to privacy. The story of Anthea Mairoudhiou serves as a cautionary tale, highlighting the need for a regulatory framework that ensures AI tools are used responsibly.