Let's be clear, AI won't solve every HR problem
However, there’s an issue with the data that’s going into the AI in the first place. In an interview with SHRM, Stephanie Lampkin talked about algorithmic biases, in which companies use resume filters or candidate rating systems that are biased against women. The main issue is that AI is only as good, and unbiased, as its developers are. Since AI can’t consider social context or ethical fairness in an algorithm, it oftentimes misses the mark.
When it comes to AI development, the more voices the better
According to the World Economic Forum’s Global Gender Gap Report, only 22% of AI professionals in the world are female. And in a field where perspective and problem solving diverse situations is critical, the more women who work in AI, the more unbiased HR software will be.
How HR can vet AI providers for gender bias
- Find HR technology companies lead by a diverse staff.
- Ask your companies where they get their data to teach their AI programs.
- Test the different AI programs, and see how results differ.
AI has a long way to go before it’s perfect, but in the face of new hiring challenges, it may be a viable consideration for sparing your HR team’s bandwidth. Before requesting an AI platform for you hiring needs, do the due diligence to make sure you’re avoiding any potential bias. It could make all the difference in choosing the right candidate.
Ultimately, what leads to unbiased hiring is objective information, like background screenings. To learn more about how background screenings can reduce hiring bias, contact Verified First.