Their goal was to develop AI that could rapidly crawl the web and spot candidates worth recruiting, the people familiar with the matter said.The Seattle company ultimately disbanded the team by the start of last year because executives lost hope for the project, according to the people, who spoke on condition of anonymity.Automation has been key to Amazon’s e-commerce dominance, be it inside warehouses or driving pricing decisions.As for Amazon, the company managed to salvage some of what it learned from its failed AI experiment. Most came from men, a reflection of male dominance across the tech industry.Amazon edited the programs to make them neutral to these particular terms. The American Civil Liberties Union is currently challenging a law that allows criminal prosecution of researchers and journalists who test hiring websites’ algorithms for discrimination.Gender bias was not the only MATERIAL AUTO LOADER Company issue.
Some 55 per cent of US human resources managers said artificial intelligence, or AI, would be a regular part of their work within the next five years, according to a 2017 survey by talent software firm CareerBuilder. Still, John Jersin, vice president of LinkedIn Talent Solutions, said the service is not a replacement for traditional recruiters. But computer scientists such as Nihar Shah, who teaches machine learning at Carnegie Mellon University, say there is still much work to do. “The technology is just not ready yet. It now uses a “much-watered down version” of the recruiting engine to help with some rudimentary chores, including culling duplicate candidate profiles from databases, one of the people familiar with the project said.Employers have long dreamed of harnessing technology to widen the hiring net and reduce reliance on the subjective opinions of human recruiters.“How to ensure that the algorithm is fair, how to make sure the algorithm is really interpretable and explainable – that’s still quite far off,” he said.
“I certainly would not trust any AI system today to make a hiring decision on its own,” he said. It penalised resumes that included the word “women’s,” as in “women’s chess club captain. Kevin Parker, chief executive of HireVue, a startup near Salt Lake City, said automation is helping firms look beyond the same recruiting networks upon which they have long relied.”But by 2015, the company realised its new system was not rating candidates for software developer jobs and other technical posts in a gender-neutral way.Amazon’s experiment began at a pivotal moment for the world’s largest online retailer.So it set up a team in Amazon’s Edinburgh engineering hub that grew to around a dozen people.Goldman Sachs has created its own resume analysis tool that tries to match candidates with the division where they would be the “best fit,” the company said. It did not dispute that recruiters looked at the recommendations generated by the recruiting engine. “They literally wanted it to be an engine where I’m going to give you 100 resumes, it will spit out the top five, and we’ll hire those.
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