Otherwise, we're well on our way to a dystopian nightmare not unlike Fritz Lang's 1927 film Metropolis, in which workers ceaselessly toil in grotesque conditions to keep the city going. But if we take the attitude that the candidate is vital to the selection process, the best thing we can do is give them a clear, realistic view of a potential job to determine compatibility. A story in our book concerns a young woman who applied to both retail banking and call center jobs, withdrawing her interest in the latter after taking an assessment. The ultimate result is a better hiring decision because candidates who know they are a poor fit often self-select out, saving both parties time and needless hassle. AI usage can devolve into a black box trap whereby even the engineers responsible for its development cannot explain its performance.

Thou shalt not exploit workers in the 4th Industrial Revolution. The Great Resignation has opened people's eyes as to what is possible when workers push back--when they say enough is enough. Since its start, more than 50 million Americans have voluntarily left their jobs. Many cited dehumanizing conditions and lack of respect from their employer as reasons. Want your new hires to feel like more than cogs in the machine?

… Opportunity Commission (EEOC) unveiled an initiative focused on fairness in the use of artificial intelligence (AI) and algorithmic tools,…

Sourcing talent isn't exactly like finding a needle in a haystack -- it is more comparable to panning for gold. Locating the treasure means sifting through many seemingly identical grains of sand to find the perfect hire. When it comes to resumes and candidate profiles, AI can do that sifting at scale, using preset parameters and key terms to surface positive matches from an otherwise unmanageable pile of candidates. By the time the pan gets to the recruiter's hands, the gold has already been separated out, and the recruiter can move more quickly to make further assessments. Video assessments can be useful in sourcing, but they only comprise one small piece of a rich set of AI features that can help staffing firms make positive matches. One practical application already in use is natural language search, which helps find best-fit candidates semantically by grouping like terms to allow recruiters to uncover candidates whose resumes and skills may not match exact search keywords. For example, a recruiter looking for a Java developer may want to see results that return related terms, such as J2EE, Java EE, or Jakarta EE, indicating specific skills within the original search. This kind of AI application serves the intent of a candidate search, rather than the letter.

We all know that new buzzwords zip in and out of the working world at a rapid pace. It seems there's a new catchphrase every day. One buzzword in particular -- AI, artificial intelligence -- has a lot of traction lately, especially in hiring circles. Human Resources professionals seem to be more polarized about AI than college football fans during a Civil War game. The crux of the issue is whether or not hiring managers and recruiters should use use objective data as part -- or all -- of their hiring decision.

Imagine a world where talent acquisition professionals don't have to spend hours sifting through resumes or LinkedIn profiles. A world where they can instead focus on marketing the position to a smaller pool of qualified candidates, properly assessing their fit during the interview process and ultimately cutting the time to hire by a significant amount. This is the world of artificial intelligence. As a recent Wired article points out, "the world's biggest tech companies are aggressively remaking themselves around artificial intelligence," which is why companies like Microsoft, Twitter, Amazon, and Facebook are investing heavily in it. But before we dive in too deep, let's outline the basics of this digital phenomenon.

Imagine a world where talent acquisition professionals don't have to spend hours sifting through resumes or LinkedIn profiles. A world where they can instead focus on marketing the position to a smaller pool of qualified candidates, properly assessing their fit during the interview process and ultimately cutting the time to hire by a significant amount. This is the world of artificial intelligence. As a recent Wired article points out, "the world's biggest tech companies are aggressively remaking themselves around artificial intelligence," which is why companies like Microsoft, Twitter, Amazon, and Facebook are investing heavily in it. But before we dive in too deep, let's outline the basics of this digital phenomenon.