Those in human resources know all too well the risks associated with using machine learning and AI in the hiring process, and yet, salespeople continue to promise that biases can be eliminated with their solutions.
At HR Data Solutions, we’ll never pull the wool over your eyes. We know that when it comes to human resources, you’re the expert, and when it comes to data analytics, you deserve to know what we know before you move forward. That’s why we’re honest with clients even when it hurts our ability to sell: because your success is our only goal. We believe in under-promising and over-delivering – never the other way around.
The truth is that machine learning and artificial intelligence have the potential to revolutionize talent acquisition processes, transforming your metrics and moving the dial in the right direction. But they are accompanied by the inherent risk that must be identified and mitigated both early in adoption and then on an ongoing basis going forward. Here’s everything you need to know.
Why do data analytics solutions contain bias?
We all know that people have biases, which infiltrates into the hiring process and leads to biased hiring decisions. We hear hiring managers call them instincts or gut feelings, but those are biases. And they’re harmful.
So we develop ways for machines to use data to make decisions, eliminating the biases that come from childhood experiences and the views of our parents, but then we find out that machines are also subject to bias. Why is that?
Let’s say a manufacturing firm adopts our HR analytics solutions and provides us with the data we need to analyze their company culture and determine which demographics lead to the greatest success in their organization. If 98% of their current employees are white men over 40 years old and under 50 years old who graduated high school and have a certificate in a specialty area, the machine is going to learn that you must be a 40-50 year-old white male with a certificate in order to excel in the organization. The implicit bias of the organization and its past generations will “teach” the machine to make decisions from the same biased perspective.
Any solution on the market for is subject to this bias; any salesperson who tells you otherwise is lying to you.
How do we mitigate the risk of disparate impact?
The next question is, “If the machine is applying biases to the selection process, why would anybody buy it?”
At HR Data Solutions, we believe that hiring practices must be both more automated and less biased. Hundreds of companies have reduced turnover and improved their bottom line by incorporating resume ranking using machine learning and managing the risk of bias at the same time. You can do it, too. We’re here to help you with how to use machine learning to screen resumes.
We offer every client a bias audit when they first adopt our solutions and then an ongoing annual audit to identify which candidates failed pre-employment assessment tests and which steps they failed so we can identify trends and resolve them.
To learn more, visit the experts at HR Data Solutions today.