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AI

The uses of ethical AI in hiring: Opaque vs. transparent AI

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There hasn’t been a revolution quite like this before, one that’s shaken the talent industry so dramatically over the past few years. The pandemic, the Great Resignation, inflation and now talk of looming recessions are changing talent strategies as we know them. 

Such significant changes, and the challenge of staying ahead of them, have brought artificial intelligence (AI) to the forefront of the minds of HR leaders and recruitment teams as they endeavor to streamline workflows and identify suitable talent to fill vacant positions faster. Yet many organizations are still implementing AI tools without proper evaluation of the technology or indeed understanding how it works — so they can’t be confident they are using it responsibly. 

What does it mean for AI to be “ethical?” 

Much like any technology, there is an ongoing debate over the right and wrong uses of AI. While AI is not new to the ethics conversation, increasing use of it in HR and talent management has unlocked a new level of discussion on what it actually means for AI to be ethical. At the core is the need for companies to understand the associated compliance and regulatory frameworks and ensure they are working to support the business in meeting those standards.

Instilling governance and a flexible compliance framework around AI is becoming of critical importance to meeting regulatory requirements, especially in different geographies. With new laws being introduced, it’s never been more important for companies to prioritize AI ethics alongside evolving compliance guidelines. Ensuring that they are able to understand the technology’s algorithm means they decrease the risk of AI models becoming discriminatory if not correctly reviewed, audited and trained.

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What is opaque AI?

Opaque, or black box, AI separates the technology’s algorithms from its users, making it impossible to audit AI as there is no clear understanding of how the models are working, or what data points it is prioritizing. As such, monitoring and auditing AI becomes impossible, opening a company up to the risks of running models with unconscious bias. There is a way to avoid this pattern and implement a system where AI remains subject to human oversight and evaluation: Transparant, or white box, AI. 

Ethical AI: Opening the white box

The answer to using AI ethically is “explainable AI,” or the white box model. Explainable AI effectively turns the black box model inside out — encouraging transparency around the use of AI so everyone can see how it works and, importantly, understand how conclusions were made. This approach enables organizations to report confidently on the data, as users have an understanding of the technology’s processes and can also audit them to make sure the AI remains unbiased.

For example, recruiters who use an explainable AI approach will not only have a greater understanding of how the AI made a recommendation, but they also remain active in the process of reviewing and assessing the recommendation that was returned — known as “human in the loop.” Through this approach, a human operator is the one to oversee the decision, understand how and why it came to that conclusion, and audit the operation as a whole. 

This way of working with AI also impacts how a potential employee profile is identified. With opaque AI, recruiters might simply search for a particular level of experience from a candidate or by a specific job title. As a result, the AI could return a suggestion that it then assumed to be the only accurate — or available — option. In reality, such candidate searches benefit from the AI being able to also address and identify parallel skill sets and other relevant complementary experiences or roles. Without such flexibility, recruiters are only scratching the surface of the pool of potential talent available and inadvertently may well be discriminating against others.

Conclusion

All AI comes with a level of responsibility that users must be aware of, associated ethical positions, promoting transparency and ultimately understanding all levels of its use. Explainable AI is a powerful tool in streamlining talent management processes, making recruitment and retention strategies increasingly effective; but encouraging open conversations around AI is the most critical step in truly unlocking an ethical approach to its use.

Abakar Saidov is CEO and cofounder of Beamery.

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Categories
AI

Report: 95% of execs say hiring professionals trained in AI is difficult

In line with “The Great Resignation” that’s swept the U.S., a new report from information-based analytics provider RELX found that 95% of respondents view hiring and retaining AI talent as a challenge. What may be the most surprising takeaway, however, regards a perceived disconnect between AI ethics and productivity.

The majority of respondents (90%) believe ethical standards in the development and use of emerging technologies can represent a competitive advantage for businesses. Those in the banking industry were most likely to feel this way (95%).

About two-thirds (64%) of senior executives, however, have identified existing bias in AI technologies used by their company.

Infographic. Talent and The Great Resignation. 95% of respondents see hiring and retaining AI talent as a challenge. 39% of respondents who said AI has a negative impact on their industry stated it is because it requires more training or upskilling of workers. 56% invested in upskilling employees to use AI technologies as opposed to 65% in 2020. 52% of people invested in the future AI workforce through educational initiatives in 2020, as opposed to 65% in 2021. 50% hired external talent to assist in building out projects using AI, as opposed to 59% in 2020.

A potential driver for the disconnect between the desire for ethical AI and the existence of biased technologies is that 69% of business leaders believe there is a trade-off between ethical AI and productivity in their company.

Despite the perceived impact on productivity, progress is still being made: 92% of executives are implementing ethics across their AI systems, though 41% are only doing so for new systems and leaving legacy systems untouched.

As leaders look ahead to 2022, they should not overlook the importance of training to help mitigate bias and encourage ethical AI. RELX’s latest report indicates that companies offering training on AI technologies are on the rise. In fact, in 2021, over 90% of senior executives in five of the eight industries responded that their company offers training on AI technologies. A year ago, the exhibitions industry was the only one where more than 90% of senior executives responded that their company offers such training. In 2019 and 2020, no industry came close to 90%. Notably, in 2021, 95% of insurance executives believe their company is making it a priority to train employees in developing AI models that do not contain or replicate bias, as well as other AI ethics good practices.

With Ipsos, RELX surveyed 1,021 US-based adults between the ages of 30 and 74 who were employed full-time, with a household income of $50,000+, who work at a company with 50+ employees, and are currently a senior executive or senior decision-maker/leader at their company.

Read the full report by RELX.

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Categories
AI

ICIMS: Nearly 20% of orgs aren’t tracking diversity in hiring, recruitment

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A year after the 2020 summer of protest against systemic racism and companies outlining their commitment for greater representation, nearly 20% of organizations are not tracking any diversity metrics in their recruitment or hiring practices.

47% of organizations have implemented technology to help reduce unconscious bias in their recruiting and hiring.

The State of Diversity, Equity and Inclusion in the Workplace report, developed by talent cloud company iCIMS and Talent Board, a nonprofit candidate experience benchmark research organization, was issued to better understand how the changing conversation around Diversity, Equity, and Inclusion (DEI) has actually manifested itself within talent acquisition over the past year. Among the findings, the study revealed that technology implementation is the common tactic in deliberate efforts to remove unconscious bias in hiring.

The study found that 47% of organizations have implemented technology to help reduce unconscious bias in their recruiting and hiring. Although 53% have not implemented such technology, one-third of that figure plans to do so in the future.

And while 60% of organizations have instituted diverse slate policies or diversity-focused hiring goals, only 34% embed these targets at the recruiter or hiring manager level. Taken together, the study suggests that well-intentioned C-suites are struggling to channel the widespread desire for a more diverse, representative and bias-free environment into standard hiring practices.

Part of the challenge is that bias is impossible to completely eliminate at the human level – that’s where technology shines. Before interviews, for example, hiring managers can run resumes through an artificial intelligence system to remove anything that could lead to bias on the part of the interviewer – name, address/location, college, GPA, etc. This allows the interviewer to focus on the aspects that matter – skills, experience, potential and results.

Read the full report from iCIMIS and TalentBoard.

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Categories
AI

3 amazing companies that are actively hiring across the country at the moment

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As we all start returning to a normal, covid-free life, a lot of us may start looking to make some changes. Especially when it comes to our careers. For the last 18 months or so, we’ve all been doing our best to keep our heads above water, but now feels like a great time to change things up, right?

If you are looking for a new and exciting role, then you are most certainly in the right place. We have so many amazing companies posting roles on our Job Board, and this week we decided to highlight three of them, who are all actively recruiting for a large number of positions.

Check them out.

Klaviyo

Klaviyo is a world-leading marketing automation platform dedicated to accelerating revenue and customer connection for online businesses using the channels they own like email, web, and mobile. Enabling brands to leverage these owned marketing channels, Klaviyo makes it easy to store, access, analyze, and use transactional and behavioral data to power highly targeted customer and prospect communications. Their hybrid customer-data and marketing-platform model allows companies to grow by fostering direct, high-fidelity relationships with customers, without giving up their valuable data.

People who are curious by nature and love picking up new skills feel right at home at Klaviyo. In 2018, the company invested in running opt-in classes on data science, Python, R, and public speaking — just to name a few — and all Klaviyo staff get an annual stipend to use towards conferences, courses, or materials to help them level up their skills. Best of all, Klaviyo is proud of building a culture where every employee cares about learning from and teaching one another.

Sounds like your kind of place? Then check out their profile on our job board, where they’re hiring for over 100 different positions.

Dolby

Founded in 1965 by the late Ray Dolby, Dolby was born out of its founder’s passion for connecting science and art. The present-day company reflects the innovative and creative vision of its namesake. Dolby is made up of artists, scientists, and visionaries who have a shared passion for light and sound. People who work at Dolby are genuinely interested in their work and are motivated by one another’s enthusiasm for what they do. Plus, the company cares about the wellbeing of its employees — it’s a very supportive and compassionate culture.

Dolby values the health of its employees. Bowls of fresh fruit dot the expansive workplace, which also boasts a fully operational gym with personal trainers and group classes. A trailblazing, forward-thinking mentality is baked into the culture at Dolby. The company’s bold and imaginative leanings can be seen in its willingness to experiment within different technologies to enhance audio and video content, as well as initiatives piloting the latest HDR and color technologies.

Dolby is looking to add hundreds of new people to their team, in various departments including Engineering, Public Relations, and many more.

Avanade

Avanade is the leading provider of innovative digital and cloud services, business solutions, and design-led experiences in the Microsoft ecosystem. Its people bring bold, fresh thinking combined with technology, business, and industry expertise to help make a genuine human impact. Avanade prides itself on bringing clients the very best thinking through a collaborative culture that honors diversity and reflects the communities in which they operate.

Many employees say they appreciate Avanade’s down-to-earth environment, which continues to thrive even as the company has grown in size. Those in leadership positions uphold an open-door policy, and people know that all it takes to get face time is simply sending them an Outlook calendar invite. Employees also value making connections with one another by spending time together outside of work and planning social events.

Avanade are on a major hiring spree at the moment, with over 700 open positions on our job board right now!

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Tech News

Tesla Is Hiring Graffiti Artists to Gussy Up Giga Berlin

Tesla chief Elon Musk suggested in February that he wanted to fill the company’s new Gigafactory in Berlin with graffiti art.

Many thought he was joking, but this week the billionaire entrepreneur retweeted a Tesla post asking for interested graffiti artists to get in touch.

“If you want to help cover Giga Berlin in awesome graffiti art, send us your work at GigaBerlinArt@Tesla.com,” the message said.

If you want to help cover Giga Berlin in awesome graffiti art, send us your work at GigaBerlinArt@Tesla.com

— Tesla (@Tesla) May 26, 2021

Despite run-ins with environmental protesters over the past year or so, construction work has been progressing steadily at Tesla’s site around 20 miles (32 km) southeast of the German capital.

However, on a visit to the site earlier this month, Musk said that issues around approval processes meant the plant, which will manufacture batteries, battery packs, and powertrains for Tesla’s electric vehicles and also assemble its Model Y vehicle, looks likely to miss its targeted summer opening date, with operations now expected to begin toward the end of this year.

In comments reported by Reuters, Musk told reporters that he blamed red tape for the delay, saying, “I think there could be less bureaucracy; that would be better.”

The Tesla boss continued: “There should be some kind of active process for removal of rules. Otherwise, over time, the rules will just accumulate and you get more and more rules until eventually you can’t do anything.”

Reuters noted that Germany “is known for its complex regulation and bureaucracy,” something that Musk and Tesla are evidently now getting a taste of.

Giga Berlin pic.twitter.com/UXQMUVTWXf

— Elon Musk (@elonmusk) July 15, 2020

Still, having those extra months of preparation means the company can take its time seeking out talented graffiti artists to help it add a splash of color to the facility.

And that’s not the only thing that’s set to make Giga Berlin strikingly different from your average manufacturing plant. In a Twitter poll posted by Musk last year, he asked his more than 50 million followers if they’d like to see the facility include a “mega rave cave” built beneath the facility or possibly on the roof. More than 90% of the 773,000 respondents approved of the plan. It’s not currently clear if Tesla is going ahead with the idea.

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