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THE PROBLEM, OR THE CURE?Other companies are forging ahead, underscoring the eagerness of employers to harness AI for hiring. The algorithms learned to assign little significance to skills that were common across IT applicants, such as the ability to write various computer codes, the people said. And Amazon’s Human Resources department was about to embark on a hiring spree: Since June 2015, the company’s global headcount has more than tripled to 575,700 workers, regulatory filings show. 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.Instead, the technology favoured candidates who described themselves using verbs more commonly found on male engineers’ resumes, such as "executed" and "captured," one person 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. "The technology is just not ready yet.Automation has been key to Amazon’s e-commerce dominance, be it inside warehouses or driving pricing decisions. Their goal was to develop AI that could rapidly crawl the web and spot candidates worth recruiting, the people familiar with the matter said. Problems with the data that underpinned the models’ judgments meant that unqualified candidates were often recommended for all manner of jobs, the people said." The company did not elaborate further.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. But that was no guarantee that the machines would not devise other ways of sorting candidates that could prove discriminatory, the people said.As for Amazon, the company managed to salvage some of what it learned from its failed AI experiment.Still, Goodman and other critics of AI acknowledged it could be exceedingly difficult to sue an employer over automated hiring: Job candidates might never know it was being used."You weren’t going back to the same old places; you weren’t going back to just Ivy League schools," Parker said."I certainly would not trust any AI system today to make a hiring decision on its own," he said. His firm analyzes candidates’ speech and facial expressions in video interviews to reduce reliance on resumes. It did not dispute that recruiters looked at the recommendations High speed cam seat Company generated by the recruiting engine.So it set up a team in Amazon’s Edinburgh engineering hub that grew to around a dozen people. Still, John Jersin, vice president of LinkedIn Talent Solutions, said the service is not a replacement for traditional recruiters."Some activists say they are concerned about transparency in AI. That is because Amazon’s computer models were trained to vet applicants by observing patterns in resumes submitted to the company over a 10-year period. But computer scientists such as Nihar Shah, who teaches machine learning at Carnegie Mellon University, say there is still much work to do.. The company’s experimental hiring tool used artificial intelligence to give job candidates scores ranging from one to five stars - much like shoppers rate products on Amazon, some of the people said.
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