Tuesday, 17 October 2017

Recruiter magazine: Emotional AI




I'm quoted in this article in Recruiter magazine on Emotional AI.

My inputs:

1. Do you think there are enough tools around now (such as Watson etc) for recruiters to understand and trust AI in the recruitment process?

AI and machine learning have only recently become helpful and accessible in business contexts, and their support for recruitment and other HR processes have been even more recent. However, there are a range of AI applications available, including for analysing core HR and recruitment data, CV sifting, video interviewing, serious gaming and other areas. There are also a growing number of organisations using a range of these opportunities to sift out a large proportion of their applicants. In particular, Unilever have suggested their AI enables them to interview just a small percentage of their initial applicants, meaning this stage can simply confirm 80% of these candidates. The evidence is there and recruitment teams need to be paying attention to the opportunities.


(There’s a summary of the Unilever case study here: http://www.foxbusiness.com/features/2017/06/26/in-unilevers-radical-hiring-experiment-resumes-are-out-algorithms-are-in.html).



2. If they find themselves on the receiving end of being sold tools with AI, what sort of questions should recruiters ask a supplier?


It is not always easy to understand the way that AI works but recruitment teams should still ask about the algorithms the systems use, the ways they have learnt, and what safe guards have been used to ensure diversity in the system's lists of recommended candidates. They should also want to see the results of previous validation studies showing that the systems do identify people who could be seen as high performers against particular attributes or competencies. Ideally recruiters should also be looking to validate the systems within their own organisations, and suppliers should be keen to support this activity too.



3. Do you think AI will play an increasing part in the recruitment process to help recruiters make data-driven decisions about a candidate?

AI systems can often undertake recruitment activities more efficiently and effectively than humans, e.g. by substantially reducing the amount of human bias involved in the process. They are going to play an increasing role in recruitment activities, particularly in roles / levels which can be described and measured in fairly objective ways, and where there are often high volumes of candidates e.g. call centre operators, production (vs knowledge) workers and graduate entry streams. AI capabilities are developing quickly and over time, I can see them having a growing role in knowledge based and managerial roles as well.


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