Our brains like patterns. And sometimes we rely on these patterns to direct our behaviour, meaning we often switch to ‘default’ mode. The problem with this approach is that it can lead to bias. When it comes to recruitment, biases can have a damaging impact on ensuring we build diverse and inclusive workforces – by now we are well aware that we need these things to succeed.

With the rise of AI, the conversation around algorithms removing ‘prejudice’ of hiring managers rolls on. Andrew McAfee, co-director of MIT’s Initiative on the Digital Economy and a principal research scientist at the university’s Sloan School of Management, recently said: “If you want the bias out, get the algorithms in.”

But is AI the answer? It seems not yet. This piece, full of lots of juicy expert opinion, explores the potential downfalls on relying on AI to eliminate workplace bias and what needs to happen to ensure absolute objectivity.

You can read the full article by Eric Rosenbaum on CNBC here: https://www.cnbc.com/2018/05/30/silicon-valley-is-stumped-even-a-i-cannot-remove-bias-from-hiring.html

 

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