Artificial intelligence (AI) is transforming recruitment, promising improved efficiency and impartiality in talent selection. (Our article on this subject in La Voix du Nord: here)
This innovation raises the question of AI's propensity to reproduce, or even exacerbate, pre-existing recruitment biases.
An incisive article by Peggy Baron, published in "L'ADN tendances & Mutations" on February 26, 2024, highlights the paradox of AI in recruitment by recounting the experience of an American who, faced with repeated rejections by the Workday HR platform, raised doubts about algorithmic discrimination linked to his racial identity, disability and age.
At About ü, the use of AI is deliberate and measured
We seek to augment human interaction rather than supplant it, focusing on improving productivity where it matters most: in human interaction.
Rather than eliminating applications, our AI transcribes audio recordings and pre-creates profile summaries, giving us more time to invest in the most human aspect of recruitment: understanding and assessing each person's skills and aspirations.
Our approach has been validated by hundreds of tests to develop synthesis models that present an inclusive and objective view of each profile. As a result, every profile we review is scrutinized, and each summary is enriched by our business and organizational expertise, ensuring that every candidate is judged with a fully human perspective.
This balance between technology and the human touch is crucial, particularly in view of the concerns raised by Peggy Baron.
Towards more regulation for the use of AI in recruitment
While companies like Workday face criticism and legal challenges, and large US companies are massively adopting AI, with almost 70% using automated tools, the risks of reinforcing existing biases are tangible and costly.
Studies by RAND (a non-profit research organization) estimate that U.S. companies could lose between $100 and $300 billion in annual productivity by neglecting qualified talent from diverse backgrounds.
Regulation is therefore becoming an imperative, as demonstrated by the Equal Employment Opportunity Commission's (EEOC) new guidelines for the use of AI, often described as a "black box".
Yet, for About ü, the stakes go beyond mere compliance. It's about adhering to key principles: using AI to reinforce, not undermine, fairness and humanity in recruitment.
A little AI for a little more human
While AI can be used for recruitment, it cannot replace expertise and relational intelligence. At About ü, each individual is considered far more than a simple set of data: it's a unique story, a potential to be revealed, a chance for interaction and mutual understanding.
We advocate responsible, measured AI, a tool designed to support, not replace, the emotional intelligence and subtlety that only a human eye can offer.
In our drive to shape the future of recruitment, About ü remains true to its vision that harmony between human and machine is not only possible, but essential to meeting tomorrow's challenges.
