Playing Unbiased in Recruitment with AI

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AI is for recruiting ? 

AI for recruiting is the application of artificial intelligence to the talent acquisition process, where machine learning can learn to shortlist your ideal candidate, as well as automate manual tasks in the recruitment process (Ideal, 2016).

AI recruiting is the use of AI-powered software across recruiting processes. These software tools provide numerous ways to automate and streamline the recruiting process, allowing talent acquisition professionals and hiring managers to spend less time on time-consuming, repetitive and manual activities and more time where the talent acquisition process requires human intervention (Marson, 2022).

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This is basically designed to automate some part of the recruitment process to make it easy and more transparent.

Artificial intelligence is use in recruitment for ,

• AI-powered physical interviews
• Background checking
• Reference checking
• Recruitment from an internal talent pool
• Identifying talent gaps and assessing working teams
• Rerouting talent
• New employee onboarding

It will reduce time which HR people have to consume and enhance candidate experience by having chat bots at the first step of the applying for the job. background checking and reference checking may done by AI software by using less time and in more accurate way.

AI driven internal recruitment ( mobility ) will help organization to choose correct people from internally and it will more beneficial for the organization in financial way.

Talent gap identification also done by AI by using data analytics and scientific testing.AI may understand the gap in performance rather than doing it by HR generalists.

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Recruitment and biasness  

One obstacle on recruitment  path is the so-called unconscious bias. This term encompasses “unconscious cognitive biases and other faulty tendencies in perception, memory, and judgment” (Wondrak, 2014). They lie dormant in the subconscious of all of us because they are simply our brain’s solution to our complex daily lives (Tolstoy-Miller, 2017). Particularly known in HR as the gut feeling that people are only too happy to rely on. This is based on information that is already known, and mistakenly simply considers the current state to be particularly convenient and desirable (Anon, 2021).

1. Primacy effect -  This will happened with the first impression and can be work as positive or negative way.

The so-called “primacy effect” means that one remembers previously incoming information more strongly than the information that follows it. Therefore, the initial impression gained is difficult to overturn   (Brueggen et al., 2016).

2.Halo & horns effect - This is based on rating candidates by having general understand and think he or she is so good or so poor in performance.

Holo effect may think in positive and horn effect may concern in a negative way in first impression.

For an example in horn effect if one person is fat or overweighted interview board may see him of her as lazy person who can't do work effectively.

3.Affinity bias -  During the hiring process, an interviewer may find themselves establishing rapport more easily with a candidate whose views and personality appear to be in common with their own (Indeed Career Guide, n.d.).

Example: candidate may have to ace this if the candidate and interviewer is from same educational institute and the interviewer assume that he or she should be hired since they are form same institute and have same knowledge.

 

4. Status quo bias - This bias particularly influences selection decisions that are supposedly out of the ordinary. It is the tendency to prefer the current state of affairs to any change. This is based on the phenomenon that the status quo is perceived as good and desirable – simply because it already exists (Eidelman & Crandall, 2012)

5. Stereotypes or gender or racial bias - This will lead for gender or ethical gaps. This is on prejudice by the photo attached in to CV or the gender. It will depend on the culture of the organizations. some managers are trying to hire male candidates that they are thinking that females can't for perform just by seeing the photo or the trait that they have defined them in the CV.

 

6. Confirmation bias - Confirmation bias may arise due to believing on information rather than facts. For an example if a person thinks that left handed people have more creativity while in an interview of graphic designer the interviewer may go with the candidate who is left handed as per his belief.

7. Conformity bias - This bias can be attributed to the phenomenon of group pressure, or simply the need to be praised by one’s environment for decisions made and to fulfill its expectations. These desirable choices are based on the attitudes and behaviors of the immediate environment, such as the colleagues involved in the selection process (Sans, 2020). If you are in charge, you tend to seek their approval and suppress your own, perhaps contrary, opinion.  This leads to decisions that are supposedly out of line becoming impossible, as does change one’s attitude toward a person (Padalia, 2014)

8. Illusory correlation - In this case, it is assumed that one identified factor must be related to another. Thus, an illusory connection is made between a trait and a competency. Based on this assumption, an assessment of suitability for the particular vacancy is then made (Platts, 2020) for an example if an interviewer has bad experience in interns he or she may think that interns should not be hire in future time since he or she had a bad experience.

9.Contrast bias - If an interviewer comparing skills of candidates with a norther candidate rather than matching them with company requirement there is contrast bias in the situation.

Eliminate biasness with AI 

In 2019, a Gartner survey found that roughly 37% of businesses have used AI when hiring and 34% of recruiters feel AI will be crucial in shaping the future of recruitment processes, as reported by a London School of Economics team (Innodata Inc., 2022).

In todays world the biasness is huge issue that can happen from bottom line employees to management. people may not aware that they are getting bias.so that the unconscious biasness may difficult to eliminate. even this is unconscious it will make a big impact on interviews.

AI may able to standardize recruitment process by having virtual interviews and focus on answers given by candidates with using same questions. This can be done by a AI as  X0PA ROOM.

AI is basically doing screening and shortlisting by the data given by algorithms to do prediction on who will be the best choose for given details on the position.

This can be use by programming to ignore all kind of demographic information as gender , race , age and all which make human beings in to bias in recruitment process. This will prevent AI software of looking other information rather than concerning on required skills by job description.

It will test all kind of skills that need for the given job task with using same criteria.

From that AI can be programmed to increase diversity .If management decide to hire a female candidate since they have more male leaders AI can be programed in to that requirement. then the AI will recommend a best suitable female candidate from the talent pool as a data driven decision.

Conclusion

AI driven recruitment process will reduce cost handling large volume of data at one time rather than HR generalist done it by using more people in HR department. It will create user friendly interactions between hiring party and the candidates to best output. When looking at a AI provider organization should use trustworthy partner and then the company can work together for better output.

References 

• Ideal (2016). AI For Recruiting: A Definitive Guide For HR Professionals. [online] Ideal. Available at: https://ideal.com/ai-recruiting/      

          [Accessed 29 April. 2023]

• Marson, L. (2022). Using AI for Recruiting: Complete Guide for HR Pros. [online] SearchHRSoftware. 

          Available at: https://www.techtarget.com/searchhrsoftware/tip/Using-AI-for-recruiting-Complete- guide-for-HR-pros.

          [Accessed 29 April. 2023]

• www.youtube.com. (n.d.). Artificial Intelligence(AI) for Human Resources | Recruitment and Selection | Strategic Resourcing. [online] 

          Available at: https://www.youtube.com/watch?v=19hGiTdA9Vc 

          [Accessed 16 Feb. 2022].

• Marr, B. (2019). How Unilever Is Using Artificial Intelligence And Machine Learning In Their Recruitment. YouTube. 

          Available at: https://www.youtube.com/watch?v=Efo2ebnES_U.