Tuesday, February 7, 2023

Why An Artificial Intelligence Shouldn’t Be In Charge Of Hiring You, According To An Executive At Recruitment Firm ManpowerGroup

loss selection procedures why Recruitment Organizations have changed a lot in recent years. Even work that used to be done by a person is now—sometimes—done by a machine.

technical equipment they use algorithm I artificial intelligence (AI) to screen resumes or choose who moves on to the next stage of the selection process and who doesn’t are the order of the day, In Spain, for example, there are companies such as S4hrtech, hr bot factory or Hirint that already use these methods to measure the soft skills of their employees.

The progress that is being seen in the field of AI these days may lead one to think that the future lies in its direct implementation in all kinds of issues, but the reality is that these algorithms do not always do their job well.

a study done by Harvard Business School demonstrated that these artificial intelligence-based systems used very simple criteria, which contributed to the widening of the talent gap based on the qualifications of professionals. Also, this algorithm discriminate against and to include biases due to gender, ethnicity or age.

In a recent meeting with reporters, Manpowergroup’s Marketing Director for Southern Europe, Vicenç Álvaro, explained the following: Business Insider Spain Why these systems should not be used as the sole method for selecting candidates.

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“Now everything is called artificial intelligence, as 5 years ago everything was called big Data And deep down they are data tables”, the director of the recruitment firm began explaining with a sarcasm.

Alvaro has indicated that the problem is that they try to “predict what will happen in the future” using “past information” and therefore, “that information may be biased,

ManpowerGroup’s marketing director said, “If you take the history of the best leaders of the 20th century, it turns out who the best leaders of the 21st century are, they are white, straight, middle-aged men.” ” “Of course because opportunities were not given to women, to people of color…”.

However, the manager has clarified that “The algorithm is not to blameWhat the algorithm does is read a reality and that reality extrapolates it to the future” and defended that “AI can be very interesting, as long as the data we feed it is based on a neutral environment. “.

Álvaro indicates that at present this type of system should not be viewed as an infallible method for hiring personnel, but instead support equipment So that only the selection technician can interpret this data.

“We’re big believers in the concept used by MIT [el Instituto Tecnológico de Massachussets, por sus siglas en inglés]Centaur’s, said the director of the manpowergroup. “Technology has to be used with the help of the personBecause there has to be a person interpreting that data, who knows where it comes from, who understands why…”.

Vicenç Álvaro is committed to seeing this process more as a pairing in which AI generates a series of data and a professional interprets it and makes decisions based on it. “The machine will always be a helper, it will improve efficiency and improve processes, but will not be the decision maker,

Nation World News Desk
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