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You can almost be heard of frustrations from HR departments. Job seekers discovered artificial intelligence and are not afraid to use. Employers have been snowing by people who use new tools to eliminate identity applications. Some applicants also use it to burn their way through online evaluation. Ft said that many of the many great employers are “zero endurance attitude Toward the use of AI “.
I am confident that there were years of employers who have been to the use of AI by major employers for many years. Indeed, job seekers will be good in the right to say: But you started.
As a very careful tale, it starts with good intentions. In 2010, employers applied new automated recruitment tools because they want to make candidates more effectively and more fairly, because they want to make candidates more effectively and more fairly.
For example, “Asynchronous Video Interviews”, for example, in front of webcams that are not people who do not have people on the other side, attract only the approximents that answer the questions. Often AI system evaluates their answers. But I did not look for a job looking for a job like them.
In 2021 I wrote about the study that young people felt Confused, pig and exhausted by new means. I was full of answers. “I did one of these, and it was the most difficult and derogatory experience I faced,” he said. “An interview itself is quite difficult for the first time in the work market for the first time, but then I threw them and set a bunch of a hotel from a hotel. After that, he sat in the hotel room and cried.
Thus, job seekers should not be surprised to apply to new generative AI instruments such as chatrovers, such as accelerated or “game”. Videos have even demonstrated how to use ChatGPT to answer questions in the applicant’s Asynchronous video interviews in Tiktok, the applicant.
This does not go well for the AI weapon race, not to go good to anyone. Were supposed to improve efficiency and justice. Was threatened for both.
Efficients are complained that employers complain that by applications, it is only more rejected. “I hesitate to say that it violated the system, but it has not been violated,” Stephen Isherwood, Joint CEO, because the employers have been difficult to find the best of employers.
Unequal entrance to AI models, which has the best result in recruitment assessments, can increase the new type of injustice. Neurosight, Evaluation Company Jamie Betts, 1,11% of men looking for 1,500 jobs last year, 31 percent of men use the Paid AI tool compared to 18 percent of women, he said.
Neurosight, it should be noted that it sells a vehicle as proof of the bar, so the bettes are interested in making this point. Nevertheless, he said that the company has recently completed the analysis of a well-known critical reasoning test for global professional services. “The increase in (relative), relative, relative, relative), such as usual, black individuals, women and free school dishes.”
What are the solutions? Some online assessments are less sensitive to the AI, which covers short games, so far. But I would not be surprised when I saw the return of mass mass test centers for technical skills. The iSherwood and Betts are both considered to reinstall the human weaving in this process in the process of both employers.
Hirevue, asynchronous video interviews, wrote on a paper last year: “One of the best ways of deceptive behavior is to use a multi-stage workflow, which is approved by an interviewer in a live interview parameter.”
Would it be a trade in prejudice and sequence? Perhaps. However, if this is a lesson from this warning tale, this does not know that technology is not just far from magic trade. Simple solutions of seemingly difficult problems are usually not resolved for a long time.
