What’s wrong with your board?
Three common ‘traps’ impact boards across the world in private and publicly listed businesses alike. Here’s how to identify which trap is standing between you and success in the boardroom....
Brain Circuits
Questions every HR executive should be asking about their AI
Human resource executives are not computer scientists, so it can be a daunting task to select the correct AI provider for your recruitment processes. Most companies outsource their AI – but it is important to ask the right questions when selecting your provider. Ask yourself these questions to ensure your company is making the best selections for your needs.
Are you auditing your internal AI data?
AI has notoriously sometimes formed its own bias, so it is important to watch what is happening as a result of your AI screening tool. You should monitor KPIs such as diversity and performance of hires over time to ensure your AI is doing what you need it to do.
Are you monitoring your external data?
You also want to make sure that you are not rejecting candidates that could have been a good fit for your organization. An effective way to do this is to take a sample of 50 candidates the AI didn’t select and review their LinkedIn profiles to see what they have done since. Does this information indicate you may have made a mistake?
Are you testing your AI?
A good way to figure out if the AI is doing what you need it to do is to select a few candidates rejected by the AI and add them to the interview shortlist. They may not make any sense as candidates, which proves to be a good thing – it means your AI is doing its job. However, if it turns out they should be getting hired, you will know something isn’t working correctly with your AI’s algorithms.
Does the system you are using accept feedback?
AI is only as good as its inputs, so it is important that your vendor has a mechanism for you to provide data such as final recruitment decisions and outcomes so the tool can keep learning.
Are you vetting your suppliers?
While AI service providers will probably want to protect their intellectual property, you do need to insist on some clarity about how they systems eliminates biases and ensures a fair process.
Tracking your AI’s decisions and the outcomes of these choices is essential to ensure the system is correctly calibrated to your needs and is worth the time commitment. As an HR executive, consider your AI another employee you need to periodically review to ensure optimal performance.
Further reading:Â
: Bulldozing bias: How recruiters can use AI with confidence by Amit Joshi
Related
5Â key steps to scaling AI: Lessons from the best-in-class
Many organizations are discovering that scaling AI is far more difficult than piloting programs. Drawing on data from the world’s largest 300 companies, the IMD AI Maturity Index reveals how the leading companies...
Do you know the ABCÂ of Gen Z?
Assumptions about digital natives in the workplace often prevent leaders from building more meaningful connections....
Are you reaping the rewards of radical collaboration?
Workplace silos are a huge productivity inhibitor. Casper Herzberg, CEO of industrial software company AVEVA, tells Michael Wade how radical collaboration can create value....