The job hunt has changed as artificial intelligence scores resumes, runs interviews and decides who gets access to opportunity. Lawmakers and activists are now pushing back on the threat of computerized bias while others work to outsmart the machine.
#FutureOfWork #AI #BloombergQuicktake
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The great resignation
is continuing to loom. There are more than 11 million
unfilled jobs right now. We hear from businesses
all over the country, that it's very hard to hire people. Almost two years into the pandemic, workforce participation remains slumped, while job openings are near record highs. And, this is coming at a time
when the recruiting process is going through a radical transformation. Companies in the past who were maybe getting
dozens of applicants for a single vacancy. Now, they
're getting hundreds, maybe even thousands of applications. And, so, software has come
in to automate the process of looking through all of
these different candidates. If you've applied for a
job in the last five years, you've probably been
impacted by this technology, whether it was screening your resumes, making you play games to
analyze your personality, making you go through some
other automated system. And, some people are fighting back. Who's accountable when those
AI machines break the la
w? Why it's important that
Congress take action to ensure that big tech
is held accountable. They claim there is labor
shortages, but there is a plethora of people out there
who are looking for jobs . We're at a moment of growing
crisis with AI hiring. And, that's why people are eager to act. Amidst this whirlwind of disruption, one has to ask the question, how did we go from this to this, to this? More than a decade ago, instead of just replying
to a job in a newspaper, printing out hundreds of
resumes, and sending them out
physically to companies, now you can apply to even
more companies all at once by doing it over the internet. If you hate going to work and your coworkers don't respect you. Hey, dummy. It's probably time - you need a new job. Companies now, they're getting hundreds, maybe even thousands of applications. And, so, software has come
in to automate the process of looking through all of
these different candidates, effectively using something called ATS or applicant trac
king systems. These systems effectively
track different applicants, look through their resumes, and take them even potentially
through the whole process. They will take candidates
who are at the top, the middle, and the bottom of performers as deemed by a particular
company or hiring company, and then train their systems
based on those judgments. And, then, use that as a baseline on which to make it's
own automated judgements about whether someone is good or bad. Not just students,
experienced p
rofessionals. They just don't know that these tools are used so frequently. Gracy Sarkissian runs New York University's career center, where she gives tips to
optimize applications for AI systems. Students will encounter
AI tools in an interview, if they're doing a virtual interview. Some folks will also counter
AI powered assessments as part of their interview process, depending on the industries
in which they're entering. Well, the use of the
software is very prevalent. There was a recent Harv
ard
business study that came out showing nearly every single one
of the Fortune 500 companies use this kind of software. Large companies are never gonna
be able to stop using this. They just have no choice, because of the inbound
flood of applicants they get every single day. Most vendors position their software as something that can
alleviate the human bias, which has shown to be endemic
to the hiring process. But, critics question whether AI is actually injecting fairness or just making those
same
biases more efficient. I definitely think there is
a segment of the population that is being excluded
or not fully represented. And, they are being left to the wayside. This is Jamaal Eggleston. He's a work readiness
instructor at the Hope Program, a nonprofit that helps
New Yorkers find jobs. My students aren't prepared for it. And, coming from a population
that might not be, again, as familiar with the technology, they run into pitfalls, and they don't do as
well as other communities when
encountering these AI. Since US companies don't have to disclose when they're using AI, many applicants are still writing resumes catered to the human eye, rather than to AI. When people tell you that you should dress
up your accomplishments or should use non-standard
resume templates to make your resume stand out, when it's in a pile of resumes, that's awful advice. The only job your resume has is to be comprehensible
to the software or robot that is reading it, because that software
or robot
is gonna decide whether or not a human
ever gets their eyes on it. Ian Siegel runs ZipRecruiter, one of the dozens of AI companies which transformed the
job hunt in recent years. You want to write your resume
for robots, not for humans. These softwares not only review them to decide who gets passed to a human, but another thing they do is
they write simple summaries of who you are for those humans, so that those humans may, in fact, never see your actual resume. And, it's not just resume screeni
ng that has changed. Initial job interviews and assessments are being automated at
companies like Goldman Sachs, Delta Airlines, and Walmart. This screen may look familiar. You have a minute or
two to answer questions or play an assessment game, which will determine whether or not you move on to the next round. So, we decided to try
out one of these systems for ourselves. Talk about a time when I
was overwhelmed or stressed. I had an employee who's working style and my management style were not
in sync. Alright, playing the first game, it's kind of like a
remembering, memorizing. Four, six, seven. And, you have to, okay, so it's like pattern recognition. Oh. Okay, maybe I'm not getting the job. I don't know how much this is going to tell about a person. What? Okay, your assessment has been submitted. Please, click the button
above to continue. While our tests were unscored, many companies algorithmically rank interviews based on
word choice, vocal tone, and facial expression. A lot of
people are missing out. A lot of people are not giving back what the interviewer is looking for, because it was programmed a certain way. These things are programmed
by a certain segment of the population that might not be totally inclusive or not be fully aware of
how other cultures emote. I believe race is a part of it. I know it's trying to be... Trying to leave race out of it. I know it's trying to be not biased, but some things are inherent, even if it's unconscious. I like to call it the
g
host in the machine. In a statement, HireVue said its systems
are rigorously audited for adverse impact, meet all regulations, and only analyze word choice. Last year, the company announced it
discontinued facial analysis, in part over bias concerns. Applicants trying to navigate
this new world of hiring find themselves looking
for help on social media. This is how to beat automated
resume screening software. Here's how to trick the
online job application. If you know how to play the game, you'r
e actually able to stand out on top as the best candidate. One controversial strategy is copying an entire job
description into your resume, hidden with white font, in order to trick the AI
into picking up keywords. They won't be able to see that you have all of those qualifications and its exactly what they
have on their website, because it's all white. It's eventually going
to go to a human being, that's going to look at that resume, and say, this is ridiculous. It's not about beating the syst
em. I think that that thinking
is not gonna help candidates to be most successful. What helps you be most
successful in the job search is to know that the world
of work is always changing. There are tech vendors that help candidates optimize
their resume for systems. We have a tool that we use at NYU, other universities use it, it's called VMock. Students can put their
resume into the system and it will give them a score. And, one of the things
that it's scoring for is how likely it will be
to b
e picked up by an ATS for a particular industry. While elite universities have access to resume optimizing tech, others may be left behind
in this new world of work. There are millions of people who are being left out of the job market, because hiring software is
discounting them very early on on the process, when it scans their resumes. We have students who... Some had bouts with incarceration, some of our students are college students, some of our students are long-term workers who have been l
aid off
because of the pandemic. And, these are good people
who have great experiences, who can add and become assets
to a lot of these companies. For example, a person who, perhaps, spent some time in the military or someone who went on parental leave might have a year or two
long gap in their resume. Now, if you were going to
interview with a human being, you might be able to explain
why that gap is there, but an algorithm doesn't
necessarily see that. It just sees that,
between a couple of ye
ars, you weren't working. A lot of times, they get no response. And, it's really hard,
because there are... They don't know what they did wrong. They don't know if they
did anything wrong. There's this term, the black box of artificial intelligence. What's happening with
some of these algorithms is they might be discounting hundreds of different types of people, but even the people who create
the software don't know why. In a statement, icims, one of the leading ATS vendors, said it takes these
concerns seriously, and has a team focused on responsible AI, and follows industry
initiatives on fairness. Algorithmic discrimination
is difficult to prove, but it's been revealed by audits. Amazon scrapped its AI
recruitment tool in 2018, after it discriminated
against applications which listed women's colleges or sports. In another system, the best predictors of job performance included being named Jared, or having played high school lacrosse, according to an auditing law firm. The algorithms
that are being used to look at people's resumes, to conduct interviews, they've been trained on data
about previous applicants, is over perhaps the past decade. That's how machine learning works. No one explicitly told these systems to discriminate, but they were trained on millions of biased hiring decisions. The fear with these algorithms is that you take bias data in, because they're using
the wisdom of the crowd and the crowd is clearly biased, and what you're really
doing is perfecting bia
s. That's the accusation that's been made. The reality is that when
we deploy these algorithms, we, as the software
engineers and programmers, get to make choices about
what data the algorithm can and cannot use. We can say to the algorithm, you never get to see someone's name. If I tell you someone's
name is Jeremy Levine. You know something about them. If I tell you somebody's name is Natasha, you know something about them. And, by removing them, we create the most level
playing field we possi
bly can, so as much as possible, it's a merit-based system. While automated hiring tools have become ubiquitous, public perception hasn't caught on. Recent Pew surveys found that most Americans didn't know resumes are being screened by computers and most considered the
practice unacceptable. But, one crucial group is
paying attention to AI, lawmakers. The European union has
unveiled its proposed strategy for artificial intelligence, including regulations on
transparency and data protection. Conc
erns bout how this technology could exacerbate discrimination, for the FTC, I think, foremost, the FTC needs to be making sure that we're fully
understanding this technology. A federal civil rights agency is scrutinizing automated hiring tools, while Illinois and DC have explored some of the nation's first
AI hiring regulations. The Federal Trade Commission
recently gave a message to companies using AI, hold yourself accountable, or be ready for the FTC to do it for you. In New York, we just ena
cted one of the
first AI hiring regulations in the country. Albert Fox Cahn runs a technology advocacy group and participated in New York's task force to understand the impact of AI systems. The bill basically started off by saying, before you sell this technology, you'll have to do an audit, and you'll have to tell people when this technology has been used. And, when you look at what this bill did, it was regulation in name only. Having an audit can be useful, but when that audit is done by the
software vendor themselves, well, that's not worth
the paper it's written on, and it's absurd. But, in the New York law, you can't sue. It doesn't matter how
egregious the software is. It doesn't matter how biased. You don't get your day in court. And, without that, none
of these bills can work. In response, some of the world's largest companies like IBM and Facebook parent Meta, have devised an auditing
standard for AI and hiring. However, critics say
that industry standards can't replace true
government regulation. We don't trust companies to self-regulate when it comes to pollution, we don't trust them to self-regulate when it comes to workplace comp, why on earth would we trust
them to self-regulate AI? Look, I think a lot of the
AI hiring tech on the market is illegal. I think a lot of it is biased. I think a lot of it
violates existing laws. The problem is you just can't prove it, not with the existing laws
we have in the United States. So, a big part of this is playing catch up
to open up discovery, to open up the court process, to say you can look at these
algorithms more easily. With widespread adoption, the use of AI hiring tools
is less the future of work and more like the present. Virtual assessments, interviews, and job applications likely
aren't going anywhere, but it's up to the employers to decide how much of their process they really want to automate. Smaller companies have a
little bit more choice here, because they don't get as many applicants as the big c
ompanies do. So, one thing that's been suggested to me by people in the recruitment industry is actually maybe the small
to medium-sized businesses should just be a little bit more critical in their thinking of whether they really
want to use this software. Because, in some cases, just using a human being
to interview someone, even to look through all the resumes might stand a better chance
of finding that star, that star employee that
they're looking for. Keep a segment or a avenue
open for an
older person, for a person who was incarcerated, for a person who's young, for a person who's just not
aware of these technologies, so they can also have an
opportunity to get hired. We can't solely base
something as important as finding a job, as finding a career, to only to AI. It's hard to fight against something that has been programmed
one way or the other. We can only teach our students
how to navigate these waters.
Comments
UCUMZ7gohGI9HcU9VNsr2FJQ/7wJZYL4qg4nyBJHsutAP What are the pros and cons of AI-based hiring in your industry?
This seems kind of like a "applicants beware" announcement as to why you shouldn't work/apply at dystopian mega-corps, more than anything.
One thing I have learned is you have to just stay ahead of the game. I add descriptions from their own listing to get my resume up high.
This is really informative, such an important topic because so many brilliant potential employees don't portray 'typical' success patterns that AI is programmed to look out for. But an experienced Recruiter or Hiring Manager would spot the potential.
My great aunt who has a Ph.D in education from the 1950s to this day will rake me over for not mailing out enough resumes or checking the newspaper for job ads. Uh yeah, things have changed, Marge.
I literally this past week applied to 100 jobs. Only 3 responded back to me and i am qualified for all these jobs i applied for
I was expecting a few decades before the IRL version of the season 3 of Westworld
10:30-10:40 sums up this video perfectly. Using past and current employees who have been hired with human bias as a metric for future applicants is still excluding people. Talent exists in all groups!
This has changed my view on hiring and work today
It’s horrible that AI will look at your work history, and if you have gaps, you’re automatically disqualified. It sucks that in America people are expected to work nonstop. Life is not about work. Life is about enjoying life, taking breaks to recharge.
I have a bachelors degree in healthcare management and got denied a position at Panera when applying online.... it’s ridiculous lol
Having AI help out on the process of applicants is a great idea and innovation but should never be the determining factor on employing our workers. Very interesting and informative indeed!
This is important journalism. Thank you.
What a rat race.
This was quite informative, thank you.
I spent the 2 years of covid applying to job after job after job and never getting a response. It's insane.
You would think employers want nothing more than to hire people who cost the least and render the most productivity and profit.
Bloomberg, I love how you made a video about automated interviews being so bad, yet you use it to hire staff in BCS! :)
One of my observations with these ATS programs that the company who use these for screening can’t add my education qualifications because i did my bachelors and masters not from USA, for example Google, Apple and Facebook. Some of the companies who do screen irrespective of the country are Microsoft, Amazon
Bloomberg I love you! Great job done here!