Amsterdam University of Applied Sciences introduces AI Recruitment Discussion tool against bias
The Amsterdam University of Applied Sciences has been commissioned by the Municipality of Amsterdam to conduct research into the use of artificial intelligence in recruitment and selection processes. The aim of this research is to help organizations counteract bias in recruitment through good use of artificial intelligence. With the AIR(ecruitment) Discussion Tool, organizations can benchmark their recruitment.
Danger, little diverse status quo implemented
Researchers Hans de Zwart and Pascal Wiggers of the AUAS Faculty of Digital Media and Creative Industry 22 recruiting software developers, recruiters, users of this software and domain experts did. Precisely because much of this technology comes from today’s – successful – employees, there is a chance that little will be maintained, the researchers say. It cannot be ruled out that specific forms of bias with regard to groups remain in the system. Also because these types of systems do not yet know how to handle candidates who deviate from the norm in one way or another. The bias that remains – even after careful implementation – is initially systematic and scales with the use of the technology. And that’s a link. Because – systematic – bias in the sourcing and selection processes is not only undesirable, it can also lead to undesirable legal consequences for organizations in the long run. In addition, a lot of data is needed. This can be in the area of privacy issues.
Sourcing & Selection
The use of (artificial intelligence) recruitment software within the selection process is aimed at first allowing potential candidates to apply; the sourcing. The next step is to get out of those swimming pool the most hesitant to choose, the selection. For these steps of recruitment, there are intelligent systems on the market that can help organizations in the process. These technologies affect who is or is not selected and must therefore be used with the utmost care.
Conscious text and action if necessary
So it is more than worth the effort to avoid bias. Even though it is often said that we do not have to worry about the use of artificial intelligence in recruitment and selection, because for the time being it is still the human who makes the decision. Until now, this is often still true for hiring the candidate. But for the candidates who are approved, the situation is already very different. There it is often already the machine that chooses, without any human intervention.
Advantages of AI recruitment software
After these warnings, it is good to also discuss the potential of AI recruitment technology. Because this technology can actually help to reduce bias within the process. In this way irrelevant personal characteristics can be automatically disregarded. In addition, it is in principle a lot easier than with a human recruiter to measure how biased the system is. Although there are also similarities, as mentioned above, it is precisely because AI is learning that it is not so easy to invent a movement as a system where it takes ‘wrong turns’ that promote bias.
In addition, the technology allows you to find new groups of candidates that were not previously visible. Finally, the use of artificial intelligence is efficient. Parts of the process can be included, and the working method can be made more uniform, which can save time for often busy recruiters.
AIR Discussion Tool
Organizations that implement artificial intelligence systems within recruitment and selection processes in a responsible manner. Aware of the potential bias that this way of recruitment can entail.
The AIR Discussion Tool developed by the Amsterdam University of Applied Sciences can provide good evidence in this regard. It consists of five questions in five different themes:
- What is fair and equitable recruitment and selection for your organization?
- What about the required data?
- Will humans remain in control of the process?
- Is your organization and technology unbiased?
- Are you sure the technology works and will continue to work?
The idea is to be involved in asking the AI recruitment software to answer it as best and carefully as possible. If this can be done together with the supplier of the recruitment software, that is of course extra useful.
infographic
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Research Report and AIR Discussion Tool
You can do it on the website of the HVA research report download and the explanation on tool with the 5 themes and the 20 questions.
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