
Answer to the main question -the short answer is no
However let’s begin with that we know, our world does not stand still and is becoming more and more automated and more and more people are being replaced by machines. Artificial intelligence is increasingly being integrated into many companies, especially in recent years against the backdrop of the past pandemic.
During this period, many companies have developed a set of AI that will evaluate the interview for employment without bias, and offer it to various companies.
However, not so long ago, scientists and students from the University of Cambridge decided to conduct a study in order to prove the opposite, that even artificial intelligence can be a subjective and unreliable tool for recruiting.
As the direction of their work, the experts chose discrimination on ethical or gender grounds in employment. As a result, the researchers came to the conclusion that, trying to ignore external factors, HR specialists risk either making mistakes or becoming victims of “automated pseudoscience” with an emphasis on physiognomy and phrenology.
To illustrate their idea, the Cambridge Center for Gender Studies, together with computer science students, developed the “Personality Machine“. Built on the basis of AI, it, according to the creators, is a toy version of the models that are used in HR in practice to analyze videos of candidates and interpret their personality by assessing certain areas of the face. In this case, applicants are graded on the basis of the “big five” personal characteristics: extraversion, complaisance, openness, conscientiousness and neuroticism.
And as it turned out that all AIs similar to the “Personality Machine” react to arbitrary changes in facial expression, to a change in clothing, lighting, and even background. Thus, the same person, depending on the coverage during the interview with the “Machine”, may receive a job offer or a refusal. At the same time, the researchers emphasize that the results of their application are quite typical for all AI tools for recruiting.
The authors of the study remind that in recent years there have been many developers offering analytical software for video interviews.
Those behind the technology claim that it erases human preconceptions about external attributes (gender, age, or nationality) using algorithms that evaluate vocabulary, speech patterns, and facial expressions. But in fact, the algorithms work quite “clumsily”. The Cambridge team is confident that using AI to narrow the pool of candidates could eventually lead the system to suggest those who are most similar to previously selected candidates, or those who can fool it.
One of the surveys cited in Cambridge was conducted in 2020 and affected 500 organizations from various industries in five countries.
It showed that 24% of businesses have already adopted AI for hiring, and 56% planned to do so in the next year. Another survey of 334 HR leaders conducted in April of the same year showed that 86% of organizations are using new virtual technologies when hiring. In two years, AI in recruiting has become even more in demand, and the technology itself does not look as perfect as it is presented in HR.
As we see that even with today’s modern technologies and large cash injections into AI, we still have not reached the stage when AI algorithms can evaluate interviews with potential employees perfectly, accurately and impartially. However, in my opinion, if this system is well finalized, then I believe that in the next 10 years, developers should succeed in this area of artificial intelligence.
What do you think, will AI be able to successfully and unbiasedly conduct interviews with future candidates in the future, and successfully replace a person in this direction?
Sources:
2.https://personal-ambiguator-frontend.vercel.app/
A well-functioning tool is crucial because not using ethical, transparent AI introduces the danger of letting biases into the hiring process so that racial inequality and injustice come to the fore. What is more, an individual receives approximately 11 million, but the human brain can consciously process about 40 pieces per second, it’s a huge gap compared with the possibilities offered by the machine. If done right, it is a powerful tool, which in my opinion, will succeed in 5 years given the rapid development of the artificial intelligence sector.
There is something called unconscious human bias, it is something that we as humans do notice or sometimes do not notice that we are doing, many Ai recruiting tools have flaws and errors, but I think that they can still be addressed and developed, while it is true that Ai still has some Bias in recruiting and interviews, I think its way less than the bias a human has while interviewing and recruiting another human, this doesn’t mean that we should depend on AI in these sort of processes and roles, because recruiting has many sides, and having bias is one of them, humans can edge AI in other things that are necessary for recruiting while AI may edge out on other things, I think currently the use of both in such processes would be the better option until AI is more developed in the future so that maybe we can rely on it.