Share these talks and lectures with your colleagues
Invite colleaguesWe noted you are experiencing viewing problems
-
Check with your IT department that JWPlatform, JWPlayer and Amazon AWS & CloudFront are not being blocked by your network. The relevant domains are *.jwplatform.com, *.jwpsrv.com, *.jwpcdn.com, jwpltx.com, jwpsrv.a.ssl.fastly.net, *.amazonaws.com and *.cloudfront.net. The relevant ports are 80 and 443.
-
Check the following talk links to see which ones work correctly:
Auto Mode
HTTP Progressive Download Send us your results from the above test links at access@hstalks.com and we will contact you with further advice on troubleshooting your viewing problems. -
No luck yet? More tips for troubleshooting viewing issues
-
Contact HST Support access@hstalks.com
-
Please review our troubleshooting guide for tips and advice on resolving your viewing problems.
-
For additional help, please don't hesitate to contact HST support access@hstalks.com
We hope you have enjoyed this limited-length demo
This is a limited length demo talk; you may
login or
review methods of
obtaining more access.
Printable Handouts
Navigable Slide Index
- Introduction
- Digitalization of recruitment and selection
- Implicit biases
- Implicit biases and applicant reactions
- AI & robotics as solutions
- AI-based systems in recruitment
- AI-based systems in selection
- AI-based systems: Applicant expectations and perceptions
- AI-based systems and fairness
- Robots in personnel selection
- Robots in job interviews
- Fair proxy communication
- Fair proxy communication (figure)
- Autonomous robots & automated interviews (1)
- Autonomous robots & automated interviews (2)
- Robots in job interviews: Some considerations
- Conclusion and outlook
- Thank you!
This material is restricted to subscribers.
Topics Covered
- Discrimination
- Embodied virtual and physical agents
- HRM activities
- Ethics and privacy
- Organizational norms and values
- Technology
Links
Series:
Categories:
Talk Citation
Nørskov, S. (2023, August 31). Robotics and AI in recruitment and selection practices [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved December 5, 2024, from https://doi.org/10.69645/OYGS6646.Export Citation (RIS)
Publication History
Other Talks in the Series: Digital Transformation
Transcript
Please wait while the transcript is being prepared...
0:00
Hi and welcome to
this talk on Robotics
and AI in Recruitment
and Selection Practices.
I am Sladjana Nørskov,
associate professor at Aarhus
University in Denmark.
0:14
Recruitment and selection
have experienced
an increasing digitalization
in the last few decades
offering the opportunity for
easier and faster procedures.
Methods such as
online applications,
online psychometric testing,
digital interviews,
and gamified
assessments have been
taken up by organizations.
In this context, robotics and
artificial intelligence
(AI) have recently
attracted attention for
their applicability,
visibility, and
various other effects.
AI and robotics allow
certain tasks and processes
which have typically been
done by HR employees to be
transferred to a machine.
While organizations may
have many reasons to
consider robots
and AI as part of
recruitment and
selection procedures,
the following two
reasons seem prominent.
Firstly, to increase
efficiency via
automation, so for
instance cost and time
reduction or to
release resources for
other HR tasks and
secondly, to increase
objectivity of the
process because
AI and robotics may
be able to reduce or
eliminate human bias
in hiring and thereby
increase fairness, diversity,
inclusiveness and so on.
It is in particular
the latter objective that
is the focus of this talk.
1:36
Biases are indeed an
important hurdle in
application selection because
they cause discrimination.
Here I focus on
implicit biases that
involve rapid and
automatic processing of
information which
occurs unconsciously
and tends to be difficult
to control and change.
Such biases are challenging
not only because of
their unconscious
nature, but also
because they can be a
direct contradiction to
the consciously held values
or beliefs of individuals.
Assessment and selection of
candidates may be biased due
to well-known factors,
such as the halo effect,
homophily, homo sociality,
confirmation bias and so on.
In the case of
employment interviews,
implicit associations
and the interviewer may
have related to, for instance,
physical appearance, obesity,
race or gender are also some
of the factors known
to unintentionally
influenced the way applicants
are perceived and evaluated.
Research has in fact documented
that interviewers'
affective processes &
their subjective
impressions during
job interviews actually
prevail over applicants'
qualifications & skills.
Such treatment of applicants
may not only have
ethical and social
consequences discarding
the most qualified candidates
based on traits that
are unrelated to the job
position, it may also
have among other
things reputational
and financial repercussions
for the hiring organization.