The use of artificial intelligence in the hiring process has increased in recent years with companies turning to automated assessments, digital interviews, and data analytics to parse through resumes and screen candidates. But as IT strives for better diversity, equity, and inclusion (DEI), it turns out AI can do more harm than help if companies aren’t strategic and thoughtful about how they implement the technology.
“The bias usually comes from the data. If you don’t have a representative data set, or any number of characteristics that you decide on, then of course you’re not going to be properly, finding and evaluating applicants,” says Jelena Kovačević, IEEE Fellow, William R. Berkley Professor, and Dean of the NYU Tandon School of Engineering.
