I've talked on numerous occasions about machines being used to hire people. This paper, which was referenced in the panel previously mentioned here, looks at this subject in detail. Now what's worth keeping in mind is that these companies (the paper lists around a dozen of them) are assessing specific activities (questions, video interview analysis, and gameplay) . In the long term, I think they will be using the full range of available online media (which may well include activity records and videos). Nonetheless, questions about accuracy and bias will continue to exist. But "vendors and advocates point out that many of the potentially problematic elements here (subjective evaluations; biased historical samples; emphasis on fit) are equally present, if not more so, in traditional human hiring practices."
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