Since AI is dependent on a training set generated by a human team, it can promote bias rather than eliminating it, she adds. “ huge risk that using AI in the recruiting process is going to increase bias and not reduce it,” says Laura Mather, founder and CEO of AI recruitment platform Talent Sonar.
Which companies use mya chatbot free#
Sadly, it exhibited a strong preference for light-skinned, light-haired entrants.Įven the creators of AI systems admit that AIs aren’t free of bias. Or there’s Beauty.AI, an AI that used facial and age recognition algorithms to select the most attractive person from an array of submitted photos. When ProPublica examined police tools that predict recidivism rates, reporters found that the algorithm was biased against African Americans. In a best-case scenario, these parameters can be constantly updated in a virtuous cycle, in which the AI uses data it has collected to make its process even more bias-free.ĭig into any algorithm intended to promote fairness and you’ll find hidden prejudice. Since automation requires set criteria, using an AI assistant require companies to be conscious of how they evaluate prospective employees. Yet the teams behind products such as HireVue and Mya believe that their tools have the potential to make hiring more equitable, and there are reasons to believe them. Meaning that the main attraction of automation is efficiency, rather than a fairer system. “Demand has been growing rapidly,” he says, adding that the biggest users aren’t tech companies, but rather large retailers that hire in high volumes. Though AI recruiters aren’t widely used, their prevalence in HR is increasing, according to Aman Alexander, a Product Management Director at consultancy firm CEB, which provides a wide range of HR tools to such corporations as AMD, Comcast, Philips, Thomson Reuters, and Walmart.
Which companies use mya chatbot professional#
Though Grayevsky declined to name the companies that use Mya, he says that it’s currently used by several large recruitment agencies, all of which employ the chatbot for “that initial conversation.” It filters applicants against the job’s core requirements, learns more about their educational and professional backgrounds, informs them about the specifics of the role, measures their level of interest, and answers questions on company policies and culture. “We’re stripping all of those components away,” Grayevsky adds. When Mya evaluates a candidate’s resume, it doesn’t look at the candidate’s appearance, gender, or name. Grayevsky argues that unlike some recruiters, Mya is programmed to ask objective, performance-based questions and avoid the subconscious judgments that a human might make. They’re doing this with Mya, an intelligent chatbot that, much like a recruiter, interviews and evaluates job candidates. Sign up to get Backchannel's weekly newsletter, and follow us on Facebook and Twitter. Simon Chandler is a freelance journalist covering tech, politics, and music.
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