Recruitment software or automated CV sorting, employers around the world are increasingly using digital technology to help them hire candidates.
This includes remote skills tests as well as telephone interviews via interactive voice mail.
Recruiters are also turning to artificial intelligence with algorithms capable of scanning resumes for keywords, then deciding whether to eliminate or retain candidates. A Harvard Business School report reveals, however, that these techniques are biased, dangerous and even counterproductive, de facto dismissing millions of qualified applicants. Joseph Fuller, professor of management at Harvard University, explains how to correct these cognitive biases.
Our tech expert Guillaume Grallet explains why our artificial intelligence systems reproduce and exaggerate human biases and how these algorithms have gone wrong in the past, especially with the case of Amazon.
Three years ago, the American tech giant had to scrap an AI recruiting tool it used to seek out new skilled workers: the system had learned on its own that male applicants were preferable to women.
In Test 24, three connected objects are presented.
They were created by Richard G. Odjardo, an entrepreneur manager of Initiative For Africa in Benin.
He also co-created ASWorldTech in Cotonou.
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