In his article, In 10 Years, Job Hunting will be Obsolete, Geoffrey James extrapolates from my quotes to raise serious concerns about privacy and transparency that should trouble us all. But he misses the point as it pertains to AI and big data in hiring—the type of data used, and whether it’s appropriate or not, isn’t inherent to the technology.
Why are Restless Bandit’s search algorithms results best in class? After all, don’t most Applicant Tracking Systems (ATS) provide native search functionality?
Implicit bias is a natural and unavoidable reality when we’re dealing with people. The very things that make humans able to do things a computer can’t—like feelings and instincts—are also the ones that can be a liability in hiring.
As a talent acquisition professional, you probably hear terms like algorithm, artificial intelligence (AI), and machine learning all the time—but what do they mean, exactly?
Corporate talent acquisition budgets keep shrinking, even as hiring managers demand more candidates, faster and cheaper. The game is changing—and our existing tools and strategies aren’t keeping up—but we continue to approach recruiting the same way.