How Artificial Intelligence in recruiting reduces unconscious bias in the workplace?
Unconscious or implicit bias refers to associations formed between different traits and social groups such as race, gender, or disability and judgments made without conscious awareness.
How does this affect our offices?
Unconsciousness makes decisions in favor of the group with others. If women face unconscious bias, it is easy to see how things in the workplace are favorable to men. Studies show that it affects recruitment decisions, salaries, and ultimately career benefits.
AI for recruitment is the use of artificial intelligence such as machine learning, natural language processing, and sentimental analysis for recruitment function, which helps to reduce unconscious bias in the workplace.
AI can reduce unconscious bias in two ways.
1. AI uses data points in sourcing and screening candidates
Recruitment AI bot sources candidates using large amounts of data. It combines these data points using algorithms to make predictions about who the best candidates are. The human brain does not compete when processing this massive amount of information.
AI evaluates these data points objectively – freeing humans from assumptions, bias, prejudices, and mental fatigue.
The main advantage that AI has over humans is that its results can be tested and verified. The ideal candidate profile usually contains a list of skills, attributes, and qualifications that people believe are a successful employee. But often, those qualifications are not tested to see if they are correlated with job performance.
AI can create a profile based on the actual qualifications of successful employees, providing hard data that verifies or verifies beliefs about what to look for in candidates.
2. AI can be programmed to pay no attention to demographic information about candidates
Hiring AI can be programmed to ignore demographic information about candidates such as gender, race, and age who are biased towards human recruitment.
It can also be programmed to ignore details such as the names of the schools attended and the zip codes that correlate with demographic information such as ethnic and socioeconomic status.
This is how AI software is used in the financial services industry. Banks need to ensure that their algorithms do not produce results based on data correlated with protected population variables such as race and gender.
AI still needs the human touch to stop unconscious bias
AI is programmed to detect patterns in previous hiring behavior. This means that any human bias already presents in your recruitment process – even if it is unconscious – can be learned through AI.
Human oversight is still needed to ensure that AI does not reflect existing biases or introduce new ones based on the data we provide.
Recruitment AI software can be used to test candidates for bias by using them to rank and grade and then assess the demographics of those candidates.
The great thing is that if the AI reveals a bias in your previous recruitment, it will give you an opportunity to take action on it. With the help of AI, we can use our human judgment and expertise to determine how to resolve any bias and improve our processes.
We Charter Global, as an AI Technology provider, helps companies to program Recruitment AI to reduce the unconscious bias hiring methods to in their companies. We are always just a click away from you.