Freelancers increasingly find new job opportunities through online platforms like Linkus, LinkedIn and social media. Those platforms use algorithms influencing which job offer you will see and later which candidate will be perceived as the best fit for the position. But what are the limits of artificial intelligence in recruitment? How to eliminate bias from hiring using artificial intelligence?
Table of Contents
Why are recruiters using AI?
AI can reduce time and energy spent in the recruitment process.
Its algorithm is more rapid to sort resume and select the best profile screening candidates using a large volume of data which would not be possible for a human brain.
By processing large volumes of data quickly, it reduces costs and saves time to HR managers.
Plus, AI is often credited to be more objective and reduces bias in hiring… Which could be the solution to create a more diverse team.
Could AI really help us make fairer decisions?
Some are hesitant, fearing that the use of artificial intelligence will reinforce bias.
As humans, we are inherently biased. We make decisions on what we are used to.
We are all influenced by unconscious biases affecting our opinion and attitudes. And it is also the case in traditional hiring process, which could make hiring practices discriminatory.
That is why biases often creep into the recruiting process, rejecting deserving candidates.
And yes, when AI is coded, human biases can be built into the algorithm.
Another fear is that the algorithm may miss candidate with atypical work experience due to the lack of human judgment.
Gender bias in recruitment
Unfortunately, researches showed that AI will often perpetuate gender pay gaps and women will be offered jobs with fewer technical skills.
As an example, Amazon started using AI to improve its hiring process in 2018 but decided to stop it after discovering biais against women.
LinkedIn also discovered that the algorithms were working against women by showing more open positions to men.
How to de-bias the AI? Include human in the loop.
Concerns regarding AI include a lack of human interaction and biases. Those have human origin.
That is why developpers behind the algorithm should build and test their tools. The datasets for an AI model should be unbiased from the start.
If we want Ai to work, we need to make it inclusive.
Experts say that in 45 years AI will be better than human but in the meantime we will need humans in the loop.
AI shouldn’t replace recruiters but we know it can save them time, make the hiring process more efficient and fairer. At Linkus, we make sure to use AI to make the recruitment process more objective and select the best-suited candidate.
This article talked about how to eliminate bias from hiring using artificial intelligence. To find out how Linkus works with AI, take a look at our platform!
