AdvantEdge Joy@Work Podcast:
AdvantEdge Joy@Work Podcast:

Episode · 1 year ago

Will Your Talent Pass the AI Test?

ABOUT THIS EPISODE

Organisations want an AI that you feed 100 resumes and it spits out the top 5 candidates, without bias. But what's it like to be rejected by a computer? Current Recruitment AIs are being built on flawed systems and processes that favoured white, male candidates and HR seem surprised when the AI joins the same party.

Hey there. This is the advantage podcast. We're hacking the art and neuroscience of expert leadership so that you can unstuck your true potential in life and work. I'm Dr John K, I'm your host and welcome to this episode. Will your talent pass the AI test? I want to start with talking about the benefits of AI in talent acquisition. A recruitment party based in Shanghai told me that they now typically receive two hundred and sixty new applications for an open position in a large company. The hospitality sector garners more than others. In Manchester, the United Kingdom, almost a thousand people applied for a receptionist job in a single day in July. Two Thousand and twenty. You can understand why there is a brising excitement from recruiters looking to use computer technologies and artificial intelligence to sift through those applications, feed the AI a hundred resume maze and out pop the top five candidates, or at least that's the Utopian ideal in theory. and Ai could reduce the time to sift through applications and, without bias, identify the candidates with the right set of attributes. And skills and experience and qualifications that the position requires. These candidates could be tested remotely using psychometric tools, games, activities or simulations that demonstrate their fit for the role,...

...and video interviews of candidates answering a series of questions could be passed, transcribed and analyzed for spoken content, nuance body language. But will it accurately get the meaning behind the words used? Automated Bots, machine learning or full blown AI? The promise of time saving, unbiased, more accurate recruitment is alluring for many companies. Would you use an AI to recruit talent for your team? Will your talent pass the AI test? What's it like to be reject it by a computer? Than several mid career professionals, most of whom have been betrenched thanks to covid others at the end of a contract or a project, all the business has collapsed. All experienced, well qualified, how willing to work, are finding it increasingly challenging to find suitable employment. Most had at least a hundred applications out there and an average of four to five percent hit rate for getting an interview. Most of those get tested using a psychometrical or one of the growing number of Ami, personality or skill tests. Then they hear crickets, nothing, another RIA. A few have been on several rounds of interviews, then silence. A month or two later they rediscover their letter box and the letter we all love to receive. Dear Mr Smith,...

...we're sorry. MMM, we'll keep your details on file. Burden are HMM, no explanation, no suggestion as to why you weren't chosen. And if you ask and get a response, it comes on the lines of umber a better candidate, yes, but what was wrong with me? Enough of these are neither. The most Zen have been known to crack with no honest feedback, no test results, no guidance toward other, more suitable roles available. Of course, there is the occasional celebration. We are pleased to offer interesting the most candidates don't ask what was a right with me. Rejection is tough to bear, but would you prefer to be rejected by a human or a computer? The new King James version of the Bible warns US judge not that you not be judged, and HR is already behind the curve when it comes to the real world application of AI. It is possible that a I could have a transformative impact on talent attraction, retention and development, according to McKinsey, and the biggest value in AI enabled HR team can provide to a business is improving employee performance. But I have a couple of questions for you with this point. Would you use an AI system for recruitment for your team?...

Second question, would you like to be a candidate being assessed by an AI? There's trouble in Ai Paradise. The problems, I see it, is the system is flawed. Now we add artificial intelligence to the mix and you get US flawed system run by an AI. I added one word to my linked in profile recently and suddenly I had a deluge of suitable opportunities. I had stumbled upon one of the keywords that the Linkedin boffins included in their qualified applicant artificial intelligence model for these roles. And now it seems the combination of skills and experience match more vacancies. So I reached out to a few linked in profile makeover specialists to get their take on keyword stuffing on profiles. Sorry, they preferm that I use the word optimization. And yes, of course you can get your profile made over quickly and easily to better match than job ones and the openings on offer. There's even a couple of AI powered software platforms that will do this automagically. But isn't that trying to achieve the system? Well, let's face it, many CVS are a fiction of fancy job titles, mega responsibilities and fantastical achievements. If I know or suspect that...

...a keyword is being used by the applicant tracking system, then I just make sure to include it on my profile. And by the way, if you're after a two thousand and twenty one tutorial on this, have a look at Daniel the Renzo over at let's eat grand mark the links on the show notes. Also, I've got some tips to help your resume stand out in the age of Ai from the Today newspaper linked there. But the promise of AI is that a computer isn't biased. Surely that a good thing? Well, online retail giant Amazon didn't agree. In two thousand and eighteen it was widely reported to have scrapped its own system because it showed a bias against female applicants. The writer's news agency said the Amazon's AI system had brought itself that male candidates were preferable because they more often had a greater tech industry experience on their resume. Amazon declined to comment at the time. Professor Sandra Vactor, a senior research fellow in AI at Oxford University, concurs. But in recruitment, looking for and at the successful candidates of the past is the data that you have. who were the chief executives in the past? who were the Oxford Professors in the past? The recruitment algorithms are going to pick out more men. Amazon's computer models were trained to vet applicants by observing patterns in resumes submitted to the company over a ten year period. Most of them had come from men. There are significant challenges for AI systems. According to James Meeky of...

UK Business Psychology Consultancy pern Candola, is a specialist on the recruitments vector. He says that AI system still have a number of challenges. The first step in selecting candidates is to correctly pass what they have said or written. He says. On this basic level, leading voice assistance from Google, Amazon and apple still routinely fail to understand what people are saying. If an AI system can accurately transcribe what has been said. The second greater challenge is to detect the meaning embedded in those words, the semantics, the nuance and the context. Here AI systems can fail to understand. In contrast, a human listening to the conversation will intuitively understand what is meant. In Europe, the potential for bias with AI comes under great scrutiny, particularly since gdpr implementation. The bias is well known in AI and talent Goud go on to say that bias is the Achilles heel of talent management solutions that employ ai in any form or fashion. For a robust research paper on this. Check out why fairness cannot be automated, bridging the gap between EU and Non Discrimination Law and AI of on PDF linked on the show notes fix the system and ai can add serious value. Ai is not the panacea for many of them most challenging talent management solutions. It's impossible for AI to fix the flawed system it is modeled upon...

...when your linked in profile is a true and accurate reflection of who you are, what skills you have and your experience, so nothing like a typical cvu, and the recruiter has truthfully and accurately identified the skills and experience required of open positions, then recruitment with the help of AI could be a boon to both recruiter and recruited. According to McKinsey, when you take humans out of the hiring process and you're using fundamental aptitude versus Tasit knowledge that we're testing for that actual ability is very evenly distributed across society. That's a promise that AI can help remove bias throughout the employee like from recruitment through reward, performance promotion, development and compensation, for example, using an automated Bot to better guide applicants to positions they are suitably qualified forul the goal is to make sure that every candidate or employee is hired based on what they can do and their potential for learning as they pursue an aspirational role. Once you apply and give access to your honest profile data, the AI then matches candidates to those who have skills with open positions brilliantly help. The biggest value an AI enabled HR team can provide or a business is is in improving employee performance. Without by US, AI can enable hr to apply and scale learning and support in new highly personalized ways well beyond traditional training courses, and most organizations continue to proceed workplace...

...learning as programmatic and focus on building and delivering courses. Many of the more famous talent assessment companies now have an AI version of their psychometric tests. Some are true ai, many use machine learning, more are automated bots. The trend is there and the market huge. But if you eliminate candidates solely based on the results of a behavioral profile, especially with norms established fifty plus years ago on a largely Caucasian US maile base, then your ai is going to be programmed to miss an awful lot of real talent. To can AI identify talent? There are great potential for AI systems to identify true talent and the core values and attributes that make for your iteal team member. Tired of seeing the abuse of disk can be ti big five and many others. Years ago we developed our gaps assessment to help identify strengths and weaknesses of someone's attributes, abilities and agility. Unlike other tools that show how you measure up to the average American, gaps results on benchmark against a subset of successful individuals in the same department or role, same cultural or country context and same organizational level. Listening but us to identify if someone is likely to be successful in a particular role and, if there were some gaps, how these might be bridged.

Many people disliked their results at first because if they had seen previous test results, they usually see how magnificent they are. Gaps, he is honest and shows how you compare with successful people in your field. Would you rather be benchmarked against an average person or one who is successful? Critically, every person taking the Gaps Assessment Receives Feedback and coaching. This means that, when used in recruitment, the candidate gets feedback on their strengths, their weaknesses and development priorities for a specific role in the vay. The event they were less suitable, the system helped identify roles, cultural contexts and organizational level that maybe a better fit for them. Cannon Ai spot those words well. Great coaches and interviewers have known this for centuries. They probe without judgment when needed to uncover hidden gems buried in a candidate's unconscious memories and help them to find out who the real person is behind the protective mask. We found that talents and strengths, values and attributes can be uncovered in the stories we tell about ourselves. I did the work of fiction we call a CV. It's the stories of significant moments in life, from an early age to recent events. In Our feedback coaching, we help candidates uncover their stories, which helps interpret their gap scores in light of their experiences, their real talent and attributes. Put simply, we use discernment and Wisdom Gain Through Years of experience to help guide candidates on their best path. That supports from their prospective employer. Even when a...

...candidate is rejected for a role, they speak highly of the employer because the experience of their assessment and coaching was valuable to some candidates went off to go and gain the experience and skills that they lacked. Others were recontracted when more appropriate roles became available. Team collaborated more readily because everyone on the team knew their strengths, their weaknesses and leveraged each other's true talents. Can An AI do all that? The only real stumbling block that I can see is that AI has no wisdom or discernment. Other than that, if we build on a good foundation of practices, processes and data. Ai Can help hr a great deal. If you build it on the current largely flawed system evident in most organizations worldwide, you'll have a flawed ai version of the system. So let me ask me my two questions for you again. Would you use an AI system for recruitment of your team and would you like to be a candidate being assessed by an AI join the debate, joining the conversation and if you want to learn how gaps can help you recruit the right talent, build collaboration in your team and improve the bottom line. Well, it's not a true Ali but it comes with something far superior. The wisdom and discernment of Human Intelligence Give us a shall be blessed. Thanks for listening to this edition of...

...the advantage podcast. I've been your host, Doctor John K do get in touch a leadership advantagecom piphon out and be greatly blessed.

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