How Artificial Intelligence removes unconscious bias
This is the third in a series of articles that explore the role of AI in recruitment. The full series can be found at monarchpersonnel.com.
Unconscious bias is a major concern for organisations, particularly in the areas of recruitment, personal development and staff management. Most organisations actively strive to improve their approach to issues such as diversity and inclusion, but unconscious bias lurks below the radar and is therefore difficult to control.
There is a lack of understanding about the unconscious bias we all carry. Formal training can help to make employees aware of their unconscious bias, but that doesn’t stop it from influencing decisions. Experts believe that the only way to reduce unconscious bias is with the assistance of Artificial Intelligence (AI).
“Human beings are poor examiners, subject to superstition, bias, prejudice and a PROFOUND tendency to see what they want to see rather than what is really there.” (M. Scott Peck, American Psychiatrist and best-selling author of The Road Less Travelled.)
Unconscious bias in the recruitment process
Finding exceptional new recruits is a priority for most businesses, but savvy recruitment comes at a price. Having to repeat the process due to a flawed hire makes the cost even greater. It’s no surprise then that employees and recruiters are increasingly turning to AI for a smarter approach. Leading scientific technology finds applicants quickly and reduces unconscious bias.
Organisations that embrace AI and machine learning (the process of teaching the AI model what to look for) will lead to decisions being made using unbiased data.
Finding and assessing talent
The human brain tires when processing high volumes of information, which naturally impacts its competence. AI doesn’t tire (or have hangovers, turbulent love lives or hunger pangs) so processes data clearly and impartially, making fewer assumptions.
AI can create a job profile based on qualifications and other hard data of successful existing employees which assists in assessing and validating applications. It has no opinions, only facts to process.
Recruitment AI models can be designed to ignore some sections of an application around diversity and inclusion, such as gender, race or age. These are some of the typical factors that are prone to human bias in decision making. Without this information it is impossible for the AI model to be biased in these areas.
Can human intervention be removed from the recruitment process?
The machine learning process is crucial to the success of any AI model. The software needs to be developed by humans, without bias, to be successful. The advantage is that AI can be tested for bias and if any is found it can be corrected quickly. Regular audits on the software should be part of any formal AI recruitment strategy.
The final decision to hire will always be made by a human, but with the help of AI, that decision will have been reached without bias. We will always need to use human judgement and expertise to address bias and improve the hiring process further.
At Monarch we were early adopters of AI. Personality profiling and artificial intelligence assist us in getting it right the first time for our clients. We do understand that there is some hysteria surrounding AI and machine learning, but we strongly advocate its benefits, and it is undoubtedly here to stay. Used properly, this scientific approach creates diverse and inclusive workforces to be proud of.
Look out for the next article
Our fourth article in this series will be published next Wednesday 28th July when we will be asking if AI can help to create a great candidate experience.
In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedIn, Twitter & Facebook, or visit our website www.monarchpersonnel.com.