Artificial Intelligence Revolution Hits Human Resources
Russian startup stafory co-founder Alexei kostarev says Robot Vera, which his company developed is driven by ARTIFICIAL IINTELLIGENCE (AI) Algorithms. It's Machine Learning, kostarev said. As explained that his firm programmed Vera using 1.4 million Interviews.
You have a telephone interview for your dream job, and you're feeling nervous. You can make your self a cup of tea as you wait for the phone to ring, and you count to three before picking up.
Now imagine that your interviewer is a robot named Vera.
Russian startup stafory co-founder Alexei Kostarev says Robot Vera, which his company developed is driven by Artificial Intelligence (AI) algorithms.
"It's machine learning" Kostarev said, as he explained that his firm programmed Vera using 1.4 million Interviews, as well as Wikipedia and 160,000 books.
When Vera first started conducting phone interviews, she followed a script, but that has since changed. "Vera Understands the kind of answers candidates give." And while robot recruiters will appeal to companies trying to keep costs down, there may also be another more subtle advantage.
"When candidates give feedback on a job offer for example, they say more honest things they would not tell. A human,"
Stafory says Robot Vera currently has 200 clints, major companies which then take the selected job candidates through conventional interviews and final selection.
DANGER OF BIAS.
More broadly, human resources specialists are looking to AI solutions to speed up recruitment process as a whole. Us company ZipRecruiter s tougting a real-time selection service, with each job offer posted immediately on as many as 100 websites.
In the blink of an eye, its algorithm then trawls through the million jobseekers who have registered with ZipRecruiter to see which best suit the job description. The prospective employer then gets a shortlist of the top candidates, making recruitment a far less time-consuming exercise.
Ian siegal, head of ZipRecruiter told the AFP the system works well because "employers aren't great at describeing what they want but they know what they want when they see it".
Algorithms get better and better over time at detecting what kind of profile companies are looking for, as human resources staff give a virtual thumbs up to their preffered candidates. So far so good, but of course there are concerns. For one, the algorithms are learning so fast it is hard to work out how they make such crucial choices.
There is also a fear that the robots cannot remain immune to weaknesses such as bias or prejudice- when all their learning comes from himans.
ZipRecruiter is trying its best to take the risk of bias into account in its algorithm. But "the thing is, the algorithm is so sophisticated, there is so many different piece of information, we can't reverse engineer exactly how it's coming up with the matches."
Associates of human resources starts ups called LabHR said one way to counter this risk is to dial down the AI in the system. "It is enough to tell the machine what to look out for; there is no need for machine learning in this."
Technology Is Developing all the time as employers look for candidates wuth soft skills such as learning capacity, adaptability and the ability to work well in the team. But if machines can make initial selection, It should always be up to human beings to make the final choice. It's like in our private life.
"Humans can do it much better. What I do see is that recruiters will begin managing AI more and more and using it as a tool to do their job more efficiently."
AI can help Facilitates meetings, but at the end of the day it take two real people to tango.
Subscribe for latest updates on Energy.
Comment your view that makes better inprovement for upcoming articles.
You have a telephone interview for your dream job, and you're feeling nervous. You can make your self a cup of tea as you wait for the phone to ring, and you count to three before picking up.
Now imagine that your interviewer is a robot named Vera.
Russian startup stafory co-founder Alexei Kostarev says Robot Vera, which his company developed is driven by Artificial Intelligence (AI) algorithms.
"It's machine learning" Kostarev said, as he explained that his firm programmed Vera using 1.4 million Interviews, as well as Wikipedia and 160,000 books.
When Vera first started conducting phone interviews, she followed a script, but that has since changed. "Vera Understands the kind of answers candidates give." And while robot recruiters will appeal to companies trying to keep costs down, there may also be another more subtle advantage.
"When candidates give feedback on a job offer for example, they say more honest things they would not tell. A human,"
Stafory says Robot Vera currently has 200 clints, major companies which then take the selected job candidates through conventional interviews and final selection.
DANGER OF BIAS.
More broadly, human resources specialists are looking to AI solutions to speed up recruitment process as a whole. Us company ZipRecruiter s tougting a real-time selection service, with each job offer posted immediately on as many as 100 websites.
In the blink of an eye, its algorithm then trawls through the million jobseekers who have registered with ZipRecruiter to see which best suit the job description. The prospective employer then gets a shortlist of the top candidates, making recruitment a far less time-consuming exercise.
Ian siegal, head of ZipRecruiter told the AFP the system works well because "employers aren't great at describeing what they want but they know what they want when they see it".
Algorithms get better and better over time at detecting what kind of profile companies are looking for, as human resources staff give a virtual thumbs up to their preffered candidates. So far so good, but of course there are concerns. For one, the algorithms are learning so fast it is hard to work out how they make such crucial choices.
There is also a fear that the robots cannot remain immune to weaknesses such as bias or prejudice- when all their learning comes from himans.
ZipRecruiter is trying its best to take the risk of bias into account in its algorithm. But "the thing is, the algorithm is so sophisticated, there is so many different piece of information, we can't reverse engineer exactly how it's coming up with the matches."
Associates of human resources starts ups called LabHR said one way to counter this risk is to dial down the AI in the system. "It is enough to tell the machine what to look out for; there is no need for machine learning in this."
Technology Is Developing all the time as employers look for candidates wuth soft skills such as learning capacity, adaptability and the ability to work well in the team. But if machines can make initial selection, It should always be up to human beings to make the final choice. It's like in our private life.
"Humans can do it much better. What I do see is that recruiters will begin managing AI more and more and using it as a tool to do their job more efficiently."
AI can help Facilitates meetings, but at the end of the day it take two real people to tango.
Subscribe for latest updates on Energy.
Comment your view that makes better inprovement for upcoming articles.
Leave a Comment