More recently, many AI developments that can help HR specialists work efficiently and be more nonprejudicial have occurred. However, as any other technology, it can do harm, believes Venture Beat.
HR specialists should get some perspective before relying on artificial intelligence.
Before using AI developments, you should thoroughly research into the task you have to deal with. Do you really need AI? Are you struggling without it? Is it Al alone that can help you work efficiently and with high quality? Or conventional methods are quite sufficient?
If answers to all these questions are “Yes”, you can use AI to deal with routine tasks while you focus on things that only people can do, namely: upskilling, connecting with friends in professional communities, and face to face interaction with staff members. When properly used, AI frees up some time that you usually spend on paperwork and let you devote yourself to strategic issues.
Considering that different problems resulting from different causes, you should find specific algorithms for each of them. For instance, AI is almost useless in the following:
1. Analysis of poor data;
2. If the cases are detached from reality;
3. Analysis of extreme cases;
4. If the selection is biased;
5. Analysis of situations with rating categories.
On the plus side, AI copes with individual functions very well. For example, Textio Hire analyzes your job posts and help make them more attractive and comprehensible for candidates. At the same time Joonko examines employees’ productivity and interaction, then makes suggestions on how to improve the readings.
Algorithms are written by human; therefore, developers may unwillingly impart to AI their own prejudice. Let’s not forget the egregious case with Google Photos that mistook Afro-Americans for gorillas.
That is why you should take a close look at AI algorithms — their basis and possible effects — before buying them, in particular:
1. What kind of data has been used for training;
2. Is there a possibility that the data may be discriminatory, or have a grudge against certain categories of people (for instance, it 3. Prioritizes men over women or does not take the latter into consideration for work in IT sector at all);
4. Whether developers fix these bugs or not.
Broadly speaking, AI is not going to replace HR specialists, but it can help them be more efficient. For example, Leap startup’s founders believe that their AI guarantees you have a job talk for your dream work. Today, using this technology, about 70 percent of candidates passed at least one dream job interview.