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A Bloomberg report this month raised new questions about the ability to generate artificial intelligence to improve recruiting outcomes in human resources departments.
In addition to generating job postings and scanning resumes, the most popular artificial intelligence technology in human resources is systematically disadvantaged minorities in the job application process, the report found.
In one experiment, Bloomberg assigned fictitious but “demographically distinct” names to equally qualified resumes and asked OpenAI’s ChatGPT 3.5 to rank those resumes against financial analyst job openings at a real Fortune 500 company. . Names associated with African Americans were least likely to be ranked as top candidates for financial analyst positions, while names associated with Asian women and white men generally performed better.
This is exactly the kind of bias recruiters have been grappling with for a long time. Now, companies that have adopted the technology to streamline recruiting are grappling with how to avoid making the same mistakes, but faster.
With HR budgets tight, ongoing labor shortages, and a wider talent pool to choose from (thanks to remote working), fashion companies are increasingly turning to technology like ChatGPT to scan thousands of copies in seconds resume and perform other tasks. A January study by the Society of Human Resources Professionals found that nearly a quarter of organizations already use artificial intelligence to support their HR activities, and nearly half of HR professionals have implemented AI in the past year alone. as a higher priority.
Aniela Unguresan, an artificial intelligence expert and founder of Edge Certified, said that as evidence mounts about the extent to which these technologies amplify the very biases they are designed to combat, companies must be prepared to answer serious questions about how to mitigate these concerns. Foundation, a Switzerland-based organization that provides diversity, equity and inclusion certification.
“Artificial intelligence is biased because our minds are biased,” she said.
Overcoming artificial intelligence bias
Many companies are incorporating human oversight as a safeguard against artificial intelligence producing biased results. They also screen the input given to the artificial intelligence to try to prevent problems before they start. This erases some of the advantages offered by the technology in the first place: if the goal is to simplify the task, having a human check every result (at least partially) defeats the purpose.
Unguresan said the way AI is used in organizations is almost always an extension of the company’s broader philosophy.
In other words, if a company invests heavily in issues such as diversity, equity and inclusion, sustainability, and labor rights, they are more likely to take steps to eliminate bias from AI tools. This would include feeding the machine a broad set of data and feeding it examples of unconventional candidates for certain roles (for example, a black woman as an executive or a white man as a retail assistant). Unguresan says if fashion companies can train their artificial intelligence in this way, it could have huge benefits in helping the industry overcome decades of inequality.
But it’s not foolproof. Google’s Gemini is the latest cautionary tale about the potential for artificial intelligence to overcorrect for bias or misinterpret cues designed to reduce bias. Despite requests for historically accurate images, Google suspended its artificial intelligence image generator in February after it produced unexpected results, including black Vikings and Asian Nazis.
Unguresan is one of the artificial intelligence experts who recommends that companies adopt a more modern approach to “skills-based hiring,” in which tools scan resumes for broad attributes with less emphasis on where or how skills were acquired. . Traditional approaches often perpetuate the cycle of exclusion by excluding candidates who lack certain experiences, such as a college education or past positions at a certain type of retailer.
Damian Chiam, a partner at Burō Talent, a fashion-focused talent agency, noted that other options include removing names and addresses from resumes to remove the preconceived notions humans and the machines they use bring to the process.
Most experts (in both HR and AI) seem to agree that AI can rarely replace human talent on a one-to-one basis, but knowing where and how to employ human intervention can be challenging.
Dweet is a London-based fashion job marketplace that uses artificial intelligence to create job postings and shortlists of applicants from more than 55,000 candidate profiles for clients such as Skims, Puig and Valentino. However, Dweet co-founder Eli Duane said the platform also has a team of human “talent managers” who oversee and guide feedback from the AI and Dweet’s human customers (brands and candidates) to address any limitations of the technology. . While Dweet’s artificial intelligence doesn’t ignore a candidate’s name or education level, its algorithms are trained to match talent to jobs based solely on work experience, availability, location and interests, he said.
Is it lacking in human touch?
Janou Pakter, partner at Burō Talent, said that biases aside, Burō’s clients, which include several European luxury brands, haven’t shown much interest in using artificial intelligence to automate recruitment.
“The problem is this is a creative thing,” Puckett said. “Artificial intelligence cannot capture, understand or record anything special or magical – such as the talent, intelligence and curiosity found in a candidate’s portfolio or resume.”
Artificial intelligence also cannot address biases that can arise long after resume filtering. The final decision ultimately rests with a human recruiting manager—who may or may not share AI’s enthusiasm for equity.
“It reminds me of the times when clients ask us for a diverse slate of candidates and we go through the curation process only to have people in decision-making roles unwilling to embrace that diversity,” Chiam said. “Human managers and AI need to be aligned for technology to produce optimal results.”
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