People are sneaking answers from AI, and who can blame them? "I nterviews are NOT real anymore." So reads the opening caption of a TikTok posted in September, punctuated by the skull-and-crossbones emoji. She has a smartphone propped up against her laptop screen, so she can read off the responses that an AI app has composed for her: "Um, yeah, so, one of my key strengths is my adaptability." Getting generative artificial intelligence to whisper into your ear during a job interview certainly counts as .

Fox News chief political anchor Bret Baier investigates concerns that artificial intelligence is becoming too advanced on'Special Report.' Many companies now rely on AI to handle parts of the hiring process. Bots screen resumes, filter candidates, and manage preliminary communication before a human steps in. McDonald's utilizes an AI-powered hiring platform called McHire, which is powered by Paradox.ai's While AI brings convenience, it also comes with data privacy risks.

Popular artificial intelligence tools are becoming more covertly racist as they advance, says an alarming new report. A team of technology and linguistics researchers revealed this week that large language models like OpenAI's ChatGPT and Google's Gemini hold racist stereotypes about speakers of African American Vernacular English, or AAVE, an English dialect created and spoken by Black Americans. "We know that these technologies are really commonly used by companies to do tasks like screening job applicants," said Valentin Hoffman, a researcher at the Allen Institute for Artificial Intelligence and co-author of the recent paper, published this week in arXiv, an open-access research archive from Cornell University. Hoffman explained that previously researchers "only really looked at what overt racial biases these technologies might hold" and never "examined how these AI systems react to less overt markers of race, like dialect differences". Black people who use AAVE in speech, the paper says, "are known to experience racial discrimination in a wide range of contexts, including education, employment, housing, and legal outcomes". Hoffman and his colleagues asked the AI models to assess the intelligence and employability of people who speak using AAVE compared to people who speak using what they dub "standard American English".

SkillGigs, Inc., an ecommerce talent marketplace that pairs skilled healthcare and technology job seekers with AI-matched work opportunities,unveiled a new platform experience for its users. The re-engineered platform will give skilled professionals and companies an even more intuitive, easy-to-use direct sourcing application. Thanks to the new enhancements, both employers and job candidates can more effectively create listings, screen through matches and have more productive compensation negotiations during the interview process using the platform's bidding functionality. There are also improvements to the platform's critical credentialing management, interview scheduling, and onboarding functions. "SkillGigs is the future of direct sourcing, and we will continue to evolve so that we can provide all users the best possible experience," said Kashif Aftab, CEO & Founder of SkillGigs.

Before employing artificial intelligence (AI) to find job candidates, Southwest Airlines had no definitive way to track the success of the company's email and website hiring campaigns. The airline also couldn't queue up potential applicants who'd logged into a job listings page and left before an applicable position had been posted. Since it began using an AI-enabled hiring platform from tech firm Phenom, the airline now has "a warm pipeline of candidates" it can draw on whenever jobs opportunities arise, according to Kelby Tansey, manager for recruitment marketing at Southwest Airlines. Tansey said the airline can now reach out to "passive" job candidates who came to Southwest but couldn't find an open position at the time. "We'll drive them into certain pipelines within the Phenom platform so we can capture their resume, their skills, and note some of those candidates and then let them know when the job opens up," Tansey said.

Before employing artificial intelligence (AI) to find job candidates, Southwest Airlines had no definitive way to track the success of the company's email and website hiring campaigns. The airline also couldn't queue up potential applicants who'd logged into a job listings page and left before an applicable position had been posted. Since it began using an AI-enabled hiring platform from tech firm Phenom, the airline now has "a warm pipeline of candidates" it can draw on whenever jobs opportunities arise, according to Kelby Tansey, manager for recruitment marketing at Southwest Airlines. Tansey said the airline can now reach out to "passive" job candidates who came to Southwest but couldn't find an open position at the time. "We'll drive them into certain pipelines within the Phenom platform so we can capture their resume, their skills, and note some of those candidates and then let them know when the job opens up," Tansey said.

Three months ago, ChatGPT debuted--the first artificial-intelligence bot to produce original content virtually indistinguishable from that of a human brain. Now, the creators of that software are beta testing a new tool that can (or so they say) determine whether a text was written by a person or a machine. The applications could be many, from identifying disinformation campaigns to detecting when a job candidate is has used AI for a cover letter. But experts worry the software will only create more challenges for leaders already caught in an AI rabbit hole. "The mushing of original thinking and discernment and artificial intelligence is dangerous for employees, managers, and leaders," says Andrés Tapia, a senior client partner and global diversity, equity, and inclusion strategist at Korn Ferry.

Amid a recent spate of high-profile layoffs and a recognition many companies rushed to hire to fill pandemic-driven business needs, organizations are now refocusing on quality of hiring -- and the use of artificial intelligence (AI) to aid in those efforts. From 35% to 45% of companies are expected to use AI-based talent acquisition software and services to help select and interview job prospects in the coming year, according to two recent studies. Nearly three in four organizations boosted their purchases of talent acquisition technology in 2022 and 70% plan to continue investing this year -- even if a recession arrives -- according to a survey by online job recruitment service Modern Hire. More recently, AI has been applied to the task of creating job requisitions and similar materials shared by the employer that are gender and ethnicity neutral; the goal is to eliminate as much human bias as possible in hiring and increase diversity, equity and inclusion (DEI). The shift comes as the US unemployment rate dropped to 3.5% last month -- and just 1.8% in the tech sector -- making it hard for organizations to recruit top talent even as many companies lay off workers hired in haste during the COVID-19 pandemic.

It might not be a surprise that some city governments are not only unnerved by it, they're regulating it. Some government officials are understandably worried about artificial intelligence programs taking away jobs -- but lately, some municipalities appear to be concerned that AI is being used to help people get jobs. For instance, New York City and the District of Columbia are among locales that are enacting or considering laws to restrict how employers utilize artificial intelligence programs in hiring and promoting decisions. If you're unaware of what is transpiring in the world of human resources, AI and city governments, here's what is at stake. Increasingly, recruiters and human resources departments have been using AI tools to help find job candidates by performing repetitive and time-consuming tasks like analyzing resumes, arranging interviews with job candidates, and scheduling job assessments.

As artificial intelligence (AI) continues to evolve and become more sophisticated, it is changing the way businesses operate across all industries. One area where AI is making a particularly significant impact is human resources (HR). In this blog post, we will explore how AI is transforming the future of HR. We will also discuss some of the benefits businesses can expect to experience as a result. Before we dive into how AI is changing HR, let's first take a step back and define what artificial intelligence is.