Is Elon Musk planning to use artificial intelligence to run the US government? That seems to be his plan, but experts say it is a "very bad idea". Musk has fired tens of thousands of federal government employees through his Department of Government Efficiency (DOGE), and he reportedly requires the remaining workers to send the department a weekly email featuring five bullet points describing what they accomplished that week. Since that will no doubt flood DOGE with hundreds of thousands of these types of emails, Musk is relying on artificial intelligence to process responses and help determine who should remain employed. Part of that plan reportedly is also to replace many government workers with AI systems.

Investigating the use of artificial intelligence (AI) in the world of work, Hilke Schellmann thought she had better try some of the tools. Among them was a one-way video interview system intended to aid recruitment called myInterview. She got a login from the company and began to experiment – first picking the questions she, as the hiring manager, would ask and then video recording her answers as a candidate before the proprietary software analysed the words she used and the intonation of her voice to score how well she fitted the job. She was pleased to score an 83% match for the role. But when she re-did her interview not in English but in her native German, she was surprised to find that instead of an error message she also scored decently (73%) – and this time she hadn't even attempted to answer the questions but read a Wikipedia entry.

The book, titled'The Algorithm', has pulled the current on how the hiring world is becoming a'Wild West' where unregulated AI algorithms make decisions without human oversight AI has taken over the job market by reading resumes and watching interviews to provide human executives with the best candidates, a new book has revealed. The book, titled'The Algorithm,' has pulled the curtain on how the hiring world is becoming a'Wild West' where unregulated AI algorithms make decisions without human oversight. Artificial intelligence decides who gets hired and who gets fired by monitoring everything from what people post on social media to their tone of voice in interviews, the book's author, Hilke Schellmann, told DailyMail.com. Algorithms can now dictate not only who gets job interviews - but, thanks to continuous on-the-job monitoring, who gets promoted or fired (and they might even warn your boss if you are getting divorced). Schellmann said the CEO of ZipRecruiter told him a few years ago that the tech was screening at least 75 percent of resumes.

If you've worried that candidate-screening algorithms could be standing between you and your dream job, reading Hilke Schellmann's The Algorithm won't ease your mind. The investigative reporter and NYU journalism professor's new book demystifies how HR departments use automation software that not only propagate bias, but fail at the thing they claim to do: find the best candidate for the job. Schellmann posed as a prospective job hunter to test some of this software, which ranges from résumé screeners and video-game-based tests to personality assessments that analyze facial expressions, vocal intonations, and social media behavior. One tool rated her as a high match for a job even though she spoke nonsense to it in German. A personality assessment algorithm gave her high marks for "steadiness" based on her Twitter use and a low rating based on her LinkedIn profile. It's enough to make you want to delete your LinkedIn account and embrace homesteading, but Schellmann has uplifting insights too.

AI-powered job interview software may be just as bullshit as you suspect, according to tests run by the MIT Technology Review's "In Machines We Trust" podcast that found two companies' software gave good marks to someone responding to an English-language interview in German. Companies that advertise software tools powered by machine learning for screening job applicants promise efficiency, effectiveness, fairness, and the elimination of shoddy decision-making by humans. In some cases, all the software does is read resumes or cover letters to quickly determine if an applicant's work experience appears right for the job. But a growing number of tools require job-seekers to navigate a hellish series of tasks before they even come close to a phone interview. These can range from having conversations with a chatbot to submitting to voice/face recognition and predictive analytics algorithms that judge them based on their behavior, tone, and appearance.