The debate around AI in hiring has grown louder and, in many ways, more confused. The cautions around AI are driving most of the conversation. What is getting drowned out are some serious considerations HR leaders actually need to hear, and that may even change their perspective.
The biggest conversation is that AI has introduced bias into hiring. The reality is that bias in hiring predates any algorithm.
Every human involved in a screening decision brings their own conscious and unconscious bias to the table. I have heard candidates raise concerns about discriminatory hiring practices for nearly twenty years, long before AI entered the picture. Bias has always been present. What has changed is that we now have tools that we can actually test for bias.
When a recruiter is making gut decisions about a stack of resumes on a Friday afternoon, there is no reliable way to objectively measure and explain their process. AI, on the other hand, can be audited and explained. Disparate impact can be measured across demographic groups, training data can be examined and results can be documented and reviewed.
We hold AI to a standard we have never applied to human judgment, and without a reliable methodology to quantify human bias at scale, that double standard deserves scrutiny. When responsibly designed and governed, AI has the potential to introduce more consistency into a process that has always been vulnerable to inconsistency. That belongs in...
The Ghana Police Service has announced that TikToker Camila Alhassan, who was sentenced to one year imprisonment with hard labour for offensive conduct, will be arraigned before the High Court on ...