HRO Today June 2018 - 25

Special D&I Report
Bias in AI
While AI-enabled technology can be a valuable tool in reducing bias during the recruitment and screening
process, HR professionals should be wary. Because AI is developed by humans, many of their unconscious biases
can be subconsciously coded into the underlying algorithms. " If the original algorithm has a bias unintentionally
coded into it, the technology will only perpetuate the underlying problem, " says Tammy Cohen, InfoMart's
founder and chief visionary offi cer. " Be vigilant when you mine for prejudices and include disparate perspectives
to double check you haven't unintentionally overlooked an inherent bias. "
Paul Burrin, vice president of Sage Business Cloud People, believes that a key way tech companies can prevent this
is by increasing diversity within their developer teams and raising awareness about possible biases. In addition, he
says that it is important for AI developers to contribute to the global conversation and follow standards of ethical
AI creation. For example, Sage has developed a code of ethics for the development of responsible AI:
1. AI should refl ect the diversity of the users it serves.
2. AI must be held to account-and so should users.
3. Reward AI for " showing its workings. "
4. AI should level the playing fi eld.
5. AI will replace, but it must also create.
" Using these guidelines, AI engineers have a framework to create AI that best benefi ts the businesses and the
teams using it, " Burrin explains. " In the same way companies hold their teams accountable for their actions and
decisions, we need to hold AI accountable. Analyzing and monitoring AI decision-making is key to keeping AI
ethical and responsible. "
Organizations can adopt new technology that leverages
AI and machine learning to identify and remove this
biased language, thus diversifying the pool of interested
applicants and improving the chances of hiring
minorities. " It's essential that organizations return to and
review job listings to eradicate biases, and AI technology
is available to assist in this endeavor; algorithms mask
pronouns and names to avoid gender or racial bias.
Removing these linguistic indicators will make job
openings truly 'open,' " says Cohen.
3. Focus on skill set. AI also provides a valuable
opportunity to automate resume sourcing and exclude
identifying information such as names, location, and
gender, allowing HR professionals to focus solely on
applicants' skills and experience. " AI can create a nonbiased
funnel for recruiters. In other words, it can
fi lter through applicants by searching for specifi c skill
sets, experience, and titles. However, the challenge of
this would be to create a fi ltering process that will not
eliminate potentially qualifi ed applicants, " Jewell says.
In order to avoid possible mistakes, Jewell believes that
AI should never replace recruiters. Instead, companies
should take a hybrid approach to hiring that combines
AI's automated time-saving capabilities with the
judgment of real people. Cohen says that this could avoid
unfair bias when utilizing AI for tasks like background
screening where AI might indiscriminately eliminate all
candidates with a criminal record. By reviewing these
applications on a case-by-case basis, Cohen says that
humans could prevent a disparate impact on groups of
people with higher conviction rates.
4. Standardize interviews. Even with fair sourcing and
recruitment practices, HR professionals need to be
mindful of their bias during the interview process.
" Once a recruiter fi nds prospective candidates, they
can ensure an inclusive hiring process by standardizing
their interview questions, " Burrin suggests. " In order to
undermine unconscious biases that can manifest during
conversations with candidates, companies should require
their teams to ask each candidate the same questions as
well as facilitating aptitude and personality tests that
better indicate performance. "
JUNE 2018 | www.hrotoday.com
[25]
http://www.hrotoday.com

HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

HRO Today June 2018 - 1
HRO Today June 2018 - 2
HRO Today June 2018 - 3
HRO Today June 2018 - 4
HRO Today June 2018 - 5
HRO Today June 2018 - 6
HRO Today June 2018 - 7
HRO Today June 2018 - 8
HRO Today June 2018 - 9
HRO Today June 2018 - 10
HRO Today June 2018 - 11
HRO Today June 2018 - 12
HRO Today June 2018 - 13
HRO Today June 2018 - 14
HRO Today June 2018 - 15
HRO Today June 2018 - 16
HRO Today June 2018 - 17
HRO Today June 2018 - 18
HRO Today June 2018 - 19
HRO Today June 2018 - 20
HRO Today June 2018 - 21
HRO Today June 2018 - 22
HRO Today June 2018 - 23
HRO Today June 2018 - 24
HRO Today June 2018 - 25
HRO Today June 2018 - 26
HRO Today June 2018 - 27
HRO Today June 2018 - 28
HRO Today June 2018 - 29
HRO Today June 2018 - 30
HRO Today June 2018 - 31
HRO Today June 2018 - 32
HRO Today June 2018 - 33
HRO Today June 2018 - 34
HRO Today June 2018 - 35
HRO Today June 2018 - 36
HRO Today June 2018 - 37
HRO Today June 2018 - 38
HRO Today June 2018 - 39
HRO Today June 2018 - 40
HRO Today June 2018 - 41
HRO Today June 2018 - 42
HRO Today June 2018 - 43
HRO Today June 2018 - 44
HRO Today June 2018 - 45
HRO Today June 2018 - 46
HRO Today June 2018 - 47
HRO Today June 2018 - 48
HRO Today June 2018 - 49
HRO Today June 2018 - 50
HRO Today June 2018 - 51
HRO Today June 2018 - 52
HRO Today June 2018 - 53
HRO Today June 2018 - 54
HRO Today June 2018 - 55
HRO Today June 2018 - 56
HRO Today June 2018 - 57
HRO Today June 2018 - 58
HRO Today June 2018 - 59
HRO Today June 2018 - 60
HRO Today June 2018 - 61
HRO Today June 2018 - 62
HRO Today June 2018 - 63
HRO Today June 2018 - 64
HRO Today June 2018 - 65
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-chro-today-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/chro-today-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-1014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hrot-january-february-2014
https://www.nxtbookmedia.com