Why hiring AI can be a problem

Artificial intelligence is increasingly used in recruitment processes. This is particularly the case of the tools that allow you to make a preselection among the many resumes received. While these automated systems are attractive, they are not without flaws, as the Harvard Business School noted in a recent study.

The authors first noted that a large majority of companies that appear in the Fortune 500 ranking (ranking of the top 500 US companies) use an artificial intelligence system as part of their recruitment.

Machines reproduce human prejudices

Experts also point out that this automated process can clearly be a roadblock for some deserving applicants. The problem is all the more serious for the latter, who cannot obtain valid explanations in case of rejection.

The observation is obvious for the consideration of the license and the famous “holes” in a CV. Some people may, for example, stop working for better training or in the case of pregnancy, illness or other forced interruptions. Here, the AI ​​usually does not go into detail and can directly block the profiles that deserve to have their chance.

These deficiencies have also been clearly identified by companies and nine out of ten executives questioned in this study claim to be looking for alternative solutions.

As a reminder, this is not the first time artificial intelligence tools have been selected for recruitment. For example, we told you last January about this study carried out by researchers from the University of Melbourne. They found that algorithms tend to reproduce human biases, even when candidate names are suppressed.

Therefore, scientists are calling for educational work with humans, otherwise their prejudices will ultimately reverberate in the machines.

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