AI and Diversity Recruiting

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Recruiting has long been filled with bias. Biases are inherent in all people, so there is no wonder why recruiting will always have built-in biases. However, AI offers a unique opportunity to squash some of these biases. Employers are beginning to use AI development to address diversity recruiting efforts

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“The Aptitude Research 2021 Talent Acquisition Systems report looked at various uses of AI in recruiting and determined that AI matching is about reducing bias. The study found that ‘34% of companies stated that they are using some type of matching, and they are two times more likely to improve diverse sources and three times more likely to improve quality of hire.’ That’s because AI provides a baseline of understanding and consistent, reliable and repeatable data.”

Recruiting has long been filled with bias. Biases are inherent in all people, so there is no wonder why recruiting will always have built-in biases. However, AI offers a unique opportunity to squash some of these biases. Employers are beginning to use AI development to address diversity recruiting efforts. This has the potential to reduce bias in hiring practices through providing consistent outcomes based on data. There are risks to implementing this technology.

“As Jim Boerkoel, a computer science professor at Harvey Mudd College, succinctly explained in an interview, ‘If the population that is creating the technology is homogeneous, we’re going to get technology that is designed by and works well for that specific population. Even if they have good intentions of serving everyone, their innate biases drive them to design toward what they are most familiar with.’”

This shows the importance of including all types of people in the AI development process and proceeding with caution when implementing new hiring practices. There are many new advances to help recruiters remove biases from their hiring efforts. Sifting through the shiny new technology to pick the right fits serves as a challenge. Ideascape can help by working with members to establish clear DEI goals and find new initiatives and practices that align with those goals. Contact Jonathan Dyke and Deon Gaines to learn more.

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