the-de-humanizing-effect-of-ai-hiring

The hesitation previously expressed is that algorithms can be discriminatory, cementing in past biases in an organization's hiring patterns and excluding the possibility for new approaches and greater diversity in types of recruits. This is clearly a problem--though one that can be countered by careful management of the process and designing better algorithms. A recent study, from Megan Fritts of the University of Arkansas and Frank Cabrera University of Wisconsin–Madison, considers another problem--which has received little attention in debates about the ethics of algorithms--that the use of recruitment algorithms will lead to a'dehumanization' of the hiring process and in so doing can negatively impact employee-employer relationships. Algorithms used for sifting through thousands of resumés may exaggerate biases but can hardly be said to be very dehumanizing. Problems really occur when AI-based assessment tools are used to analyze video interviews, or algorithms influence the final selection by recommending the best candidates from the remaining pool.