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show notes. AI can either help us or it
could hurt us, and those are the narratives that are going around
right now. But recently, a professional
makeup artist found her career with a leading cosmetic brand
abruptly ended due to an AI recruitment tools interpretation
of her body language during a video interview.
This incident sheds light on the growing reliance on artificial
intelligence in the recruitment process, particularly in the
United Kingdom, which is now recognized as a front runner in
integrating AI with human resources.
The make up artist Anthea Mordois experienced his
unexpected turn in her career trajectory following a
compulsory RE evaluation of her position at Mac Cosmetics during
a furlough period. Despite her commendable
performance in the video interview, the AI system
developed by High Review, a recruitment firm based in the
United States, scored her low on nonverbal communication, leading
to her dismissal. Now this case comes at a time
when the United Kingdom is reported to be the second
largest adopter of AI in the field of recruitment and human
resources, following closely behind India and on par with
United Arab Emirates. A study conducted by IBM in
November of this year encompassed 20 countries found
that 41% of the companies are now leveraging AI to streamline
the recruiting and HR functions. Now this controversy surrounding
this dismissal highlights the ethical and practical concerns
associated with AI in employment decisions.
Higher Review's decision to discontinue its facial analysis
feature in 2020 was a response to the growing unease amongst
workers about the implications of such technology on their
careers and their personal well-being.
Now This ordeal had significant repercussions, though both
professionally and personally, for this person in the industry.
Feeling unjustly outed from a career she passionately pursued,
she embarked on legal proceedings against Estate
Lauder, the parent company of Mac Cosmetics.
The matter was eventually settled outside of court, but
not without leaving a lasting impact on their mental health
and her outlook on the use of AI in employment practices.
Now, the broader context of this incident is the increasing
incorporation of AI tools in the recruitment process, aiming at
enhancing efficiency and also decision making.
From scanning resumes to analyzing candidates,
expressions and gestures and video interviews, AI is
reshaping how companies assess potential hires.
This trend is supported by a notable increase in job
applications through platforms like LinkedIn, indicating a
shift towards more digitalized employment processes.
However, the effectiveness and fairness of AI is selecting the
most qualified candidate remains subject of debate.
Critics argue that despite the cost saving advantages for
companies, there's scant evidence to suggest that AI
consistently identifies the best suited candidates for positions.
And the growing use of AI in HR has raised alarms about the
transparency in such practices and the need for regulatory
oversight to protect workers rights.
The concern is that employees and job seekers are often
unaware of the extent to which AI influences their employment
prospects and workplace evaluations.
Now, legal experts and labor unions in the UK are advocating
for stringent regulations to govern the use of AI and
employment decisions. The goal is to ensure that these
technologies are applied ethically and that there are
mechanisms in place to challenge and rectify erroneous AI
judgments that could adversely affect individuals careers.
Now, in response to this controversy, both Estee Lauder
and Higher View have defended their employment assessment
practices, emphasizing the comprehensive and multifaceted
nature of the decision making processes.
They assert that AI and visual recognition technologies
constitute a minor part of a broader array of performance
related data and qualitative feedback considering in
employment evaluations aiming to maintain fairness and
objectability in hiring processes.
Now concerns are mounting over the transparency and the
regulatory oversight of AI tools in the UK.
What's calls for protective measures for workers?
Of course. Legal experts stress the
necessity of regulating this to ensure fairness and
accountability and AI driven employment decisions.
Now, I'm not sure how I feel about this.
I think there are some parts of AI that are great.
It helps us go through the HR process when scanning resumes
very easily. Candidates that aren't going to
work out get weeded out very quickly.
Candidates that wanna rise to the top, they can do that
relatively easily if we use AI technology to scan the resumes.
But the body language thing, But that's what's getting me here,
because some people, they just don't have the same body
language as other people. They don't know how to express
themselves and they never have. And it's OK if they get the work
done in my opinion, but they're a great worker.
They they know their industry and they can produce really
great products. There's no reason for them not
to get hired or for them to be fired.
Sometimes communication is something that people have to
work on and that's OK. So for right now, this is still
up in the air. Estee Lauder and Hireview have
both defended themselves, and it looks like they're going to
continue to use products like this in their hiring process.
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