Research has found that resumes with English-sounding names receive requests for interviews 40% more often than identical resumes with Chinese, Indian, or Pakistani names. This is astonishing and simple confirms that bias, conscious or unconscious is alive and kicking. I had always seen this quite simply but this article puts some greater clarity around different forms of bias and if you look at the entire article it starts to explore how AI can be a remedy. The challenge with AI is it builds its algorithms on existing data and unless that data can be validated as 100% without bias then the AI will only replicate the same errors and bias.
Similarity attraction effect: we tend to like individuals who are similar to us. Research on hiring practices found that employers prefer candidates who are similar to themselves in terms of hobbies/life experiences, even though these similarities aren’t related to job performance. Confirmation bias: Occurs when people favour information that confirms their beliefs and ignores disconfirming information. Confirmation bias is one of the reasons why hiring managers ask different questions to different candidates. They tend to ask questions that confirm their unique beliefs about each candidate. Halo effect: Occurs when we assume that because people are good at doing A, they will be good at doing B. In recruiting, the halo effect occurs when the hiring manager likes a candidate and uses that as a basis for assuming they will be good at the job rather than objectively assessing their skills/abilities
https://talentculture.com/how-ai-can-stop-unconscious-bias-in-recruiting/
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