Microsoft · The Guardian Technology
When a worker is rejected by a person, they can try again at a different company with a different hiring
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Because so many companies use the hiring software built on the same foundational AI models, the concern is that a negative flag could potentially make it much harder for a candidate to get a job at all, said Katie Creel, co-author of a recent study examining the risks of “algorithmic monoculture” in hiring systems.
Key facts
- While AI tools may save time or help test candidates’ skills, hiring managers shouldn’t allow AI to make decisions, said Iman Abuzeid, CEO of Incredible Health, an AI hiring platform used by more
- Using this data, it uses AI to score applicants on a scale of 0 to 5, predicting how well they would perform in a given job
- Last year, 90% of employers used some form of automation in the hiring process, according to a report from the World Economic Forum
- Abuzeid also said about 10% of Incredible Health’s AI interviews are audited for bias by a human, a process that’s becoming a legal requirement by a growing number of cities and states
Summary
For the last four years, Erin Kistler has applied for thousands of jobs at companies like Paypal, Microsoft and Netflix, only to find her résumé disappear into a black hole. Now, Kistler is suing Eightfold AI, the Silicon Valley maker of hiring software used by hundreds of companies, including those where she applied, in a class-action lawsuit. The lawsuit is one of several new legal battles over companies’ use of AI in employment decisions. Companies in the US are increasingly turning to AI to make faster and more efficient workplace decisions, often under the guise of objectivity. “There’s no law requiring a notice or disclosure of the use of these AI hiring systems,” said Ifeoma Ajunwa, a professor at Emory University School of Law and founding director of the AI and future of work program.