Addressing Bias In AI Recruitment

5 HRs share their proactive measures

 

In the quest to ensure fairness in AI-driven recruitment, we've gathered insights from recruiters and HR managers, among other experts, on how to tackle bias in algorithms. They range from implementing competency assessments to hiring external teams. Dive into the three proactive measures these professionals are implementing to create a more equitable hiring process.
 

I think it’s crucial not to remove any existing human elements from the equation, and not to rely on AI as a tool to replace or do the job of your internal team. Yes, these tools can be useful, but you simply cannot take the data as gospel.
 

Wendy Makinson, HR Manager, Joloda Hydraroll

I've seen firsthand how virtual reality (VR) can revolutionize the approach to mitigating bias in AI algorithms.

I have had clients use virtual reality to train HR managers and team members involved in the hiring process, immersing them in scenarios where they can observe bias play out and understand its impact.

This experiential learning helps to highlight the subtle ways bias can infiltrate AI systems, making it more tangible and immediate.

By raising awareness of unconscious biases in a controlled, virtual environment, organizations can better equip their teams to identify and address biases in real-world recruiting situations.

This proactive approach has been instrumental in overcoming challenges that talents face, creating a more inclusive and equitable hiring process.
 

Vivian Acquah CDE®, Certified Diversity Executive, Amplify DEI

We hire an external team to audit our AI algorithm to uncover any bias and avoid it in the future. Admix Global is a reputable brand, and we do not trust black boxes. Therefore, we conduct quarterly audits of our AI system. 

During these audits, an independent, skilled external team scrutinizes the algorithm and the weights assigned to various parameters in our recruitment process. For example, during the last audit, they analyzed whether the AI was favoring certain keywords — specific universities, degrees, and skill sets. We discovered our AI had a slight bias toward candidates with “computer science.” 

Based on this insight, we adjusted the model and fine-tuned our AI to ensure a balanced evaluation for all our candidates. These occasional AI algorithm updates ensure the AI adheres to our core principle of fair talent acquisition and unbiased recruitment. The algorithm auditing process may be time-consuming, but it remains a testament to fairness and equality, even in the digital era.
 

Eugenia Syrytsia, Seasoned Recruiter, HR Expert, Admix Global

Brett Farmiloe is the CHRO, CEO & Co-Founder of Featured.