All articles tagged with #ai hiring
Two California job seekers sue Eightfold AI, alleging its hiring platform creates screening reports from vast data without notice or a chance to dispute, potentially violating the Fair Credit Reporting Act and state credit-reporting laws; the suit seeks a nationwide class and notes that about a third of Eightfold’s customers are Fortune 500 firms. Eightfold says it uses data provided by users and does not scrape social media.
AI is transforming the hiring process in the US, with increased use of AI-led interviews and automated cover letters, but this shift is causing issues such as reduced hiring success for applicants, increased application volume, and concerns over bias and fairness. While companies embrace AI for efficiency, workers and lawmakers push back due to fears of discrimination and loss of the human touch, and legal challenges are emerging. Despite these challenges, AI-driven hiring tools are likely to persist, offering new opportunities but also risks for job seekers.
Apple's top AI executive Ruoming Pang is leaving for Meta, highlighting the intense competition in AI talent as Meta aggressively recruits leading engineers to develop its superintelligence efforts, while Apple faces internal challenges and strategic shifts in its AI initiatives.
Meta, under Mark Zuckerberg, has assembled a new 'Superintelligence' team by hiring top AI talent from firms like OpenAI, Google, and Anthropic, including a new chief AI officer, Alexandr Wang, and a focus on developing next-generation AI models through Meta Superintelligence Labs.
Mark Zuckerberg announced a major restructuring of Meta's AI efforts, creating Meta Superintelligence Labs led by Alexandr Wang, with a focus on developing AI superintelligence. The company is investing heavily in AI infrastructure, talent, and acquisitions, including hiring experts from top AI organizations to lead and advance its AI initiatives.
Hilke Schellmann's book "The Algorithm" reveals the pitfalls of AI in hiring, including perpetuating biases and failing to identify the best candidates. Schellmann's investigations show that automated HR tools, which assess everything from résumés to social media behavior, can be biased and ineffective. Despite claims of objectivity, these tools often reflect the biases in their training data, potentially affecting thousands of job seekers. Schellmann suggests that more transparency and testing are needed to ensure fairness in automated hiring processes and offers practical advice for job seekers to navigate these systems. She also advocates for a nonprofit to test AI hiring tools and for government intervention to enforce transparency and allow independent testing.
The job market is becoming increasingly strange due to economic instability, opaque hiring processes, and the rise of technologies like generative AI. Job seekers are facing challenges such as "ghost jobs" that are advertised but never filled, and AI applicant-tracking systems that filter resumes and cover letters by keywords. Companies are also using AI hiring support, meaning job seekers may virtually interview with or be prescreened by an artificial-intelligence program. As generative AI continues changing the shape of work, companies float jobs that they have no intention of filling, and layoff announcements permeate the news, discombobulation is par for the course.