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Dive briefs:
- The general debate about artificial intelligence has reached new heights, with the recent release of data from a Pew Research Center survey of US adults. Reacted mixedly to the inclusion of AI in various employment functions.
- For example, 71% of respondents opposed using AI to make final hiring decisions, 70% opposed using AI to analyze employee facial expressions, and 61% opposed using AI in the workplace. Opposed to using AI to track worker movements. Also, the majority opposed applications such as tracking office his workers, recording computer activity, and tracking employee break frequency.
- However, nearly half of respondents say they feel AI is better than humans when it comes to treating all job seekers the same. Of those respondents who said racial or ethnic prejudice and unfair treatment of applicants was a problem, 53% said her AI would improve this problem.
Dive Insight:
The confluence of generative AI tools, hiring algorithms, productivity tracking software, and other AI applications brought about an evolving situation For HR teams. AI is a rapidly growing presence in the job space as federal, state, and local regulators rush to respond.
For example, officials of the U.S. Equal Employment Opportunity Commission I’ve warned you all along Regarding the use of AI in hiring decisions and the potential for discrimination, whether unintentional or not. In January, he said the EEOC held public hearings and demonstrated how professionals could use automated recruitment tools. Discriminatory Preference Surrogate.
New York City enacted one of the most restrictive AI recruitment laws in the country. The city government said it will begin enforcing a law requiring local employers to audit and notify job applicants about the use of automated employment decision tools. From July 5th.
A Pew study found that two-thirds of adults would not apply for a job with an employer that uses AI to help them make hiring decisions. In detailed responses collected by Pew, those opposed to such work argued that the application needed “good” keywords, that the AI might not be able to obtain non-verbal information from the candidate, etc. raised concerns.
However, 32% of their reasons for applying for such jobs included the belief that AI would be less biased and more objective than human recruiters. better than humans. ”
Pew pointed out differences in how respondents feel about AI based on factors such as income level, gender, race, and ethnicity. For example, the high-income respondent was more likely than other respondents to use her AI for reviewing applications. Men in the study were more likely than women to perceive certain advantages and disadvantages of using AI in the workplace. They are also more likely to recognize their shortcomings.
In an article that accompanied the findings, the Pew researchers wrote, “It’s important to note that the general public faces these questions regarding the use of AI in hiring and monitoring workers.
Employers have many considerations when deciding whether and how to integrate AI into their processes. In a recent study, researchers at Bain & Co. opined that employers should: Allow employees to drive Workplace use of AI and automation. His 1E survey of information technology managers and workers found: Most Respondents Witnessed Negative Impacts As a result of your employer’s use of surveillance technology.
