Recruiters: Stop Using Emotion AI For Hiring!

From facial expressions to heart rates, From voice tones to skin moisture, From gestures to micro-expressions...

AI claims to read it all. But here's what's really happening:

The market started at $34B in 2022 It's climbing to $62B by 2027 

But the science is falling apart

And worker trust is plummeting to 12.9%

Here's why it's crumbling:

  1. Scientific evidence shows NO reliable way to measure emotions - your sweaty palms could mean anything from anger to excitement
  2. Remember phrenology (the pseudo-science of measuring skull shapes to determine character)? AI emotion detection is following the same flawed path
  3. Studies reveal alarming racial and gender bias - one system consistently rated Black faces as "angrier" than White faces showing identical expressions
  4. Major companies like HireVue have already abandoned emotion analysis
  5. The EU has completely banned it.

Think about it: Should AI systems that can't reliably detect emotions have power over your next hire?

-> Have you encountered AI emotion detection in your hiring process? What was your experience?

Source: "Tech companies claim AI can recognise human emotions. But the science doesn't stack up" - Natalie Sheard, The Conversation, December 2024

Racism, Sexism, and Ageism all in the same job post - Impressive!

The Price of Biased Algorithms

The U.S. Equal Employment Opportunity Commission (EEOC)  settled a lawsuit against iTutorGroup in November 2023 for $365,000. 

Why? 

Because iTutorGroup allegedly programmed its software to automatically reject applicants based on age – rejecting women 55+ and men 60+ from even being considered for tutoring jobs.

Age discrimination is real, and it's costly for companies and individuals alike. 

Not only did over 200 applicants miss out on opportunities, but students lost out on learning from experienced, highly qualified tutors.

Discrimination doesn't just violate the law—it takes opportunities away from everyone.

#bias #hiring #tech

The Untold Truth About Hobbies on Resumes: Bias in Disguise

70% of you said NO to including hobbies and extracurriculars. 

But it's not black and white...

Here are 3 reasons why some thoughtful professionals still consider this practice:

  1. It offers a fuller picture of candidates beyond work experience.
  2. It can teach us something extraordinary about candidates (special achievements, stamina, endurance).
  3. It might reveal a candidate's passion and dedication outside of work, indicating potential for growth.

These are valid points...

But here's the harsh truth about BIAS we must confront:

  1. The privilege blind spot: Hobbies often reflect opportunity, not just talent. A Pew Research study shows 84% of high-income adults engage in hobbies vs. 47% of low-income adults. Are we inadvertently favoring privilege?
  2. Confirmation bias: That former quarterback? Not automatically a team player. And those without team sports? Not automatically lone wolves. Don't let false assumptions narrow your talent pool. It's your job to assess relevant skills during the interview process.
  3. Similarity bias: We're naturally drawn to people with similar hobbies. You might subconsciously favor the candidate who shares your passion for rock climbing. But diversity drives innovation. Are we unintentionally hindering progress by seeking mini-mes?

In talent assessment, there's always a tradeoff between more information and potential bias. As professionals, it's our responsibility to focus on skills and potential.

#bias #hiring #informedecisions

Unbiasing AI Starts with Us!

Here's a thought: If we want to unbias our AI, we need to unbias our people, our decision makers.

AI algorithms often reflect our own biases. The key to fair AI-assisted hiring isn't just in the tech—it's in creating an infrastructure that helps move from bias awareness to real behavioral change in our hiring practices.

How is your organization working to mitigate bias in hiring decisions?

#bias #hiring #informedecisions

🚨 Is Groupthink Sabotaging Your Hiring Decisions? 

Even with a structured interview process, unconscious bias can creep in. 

Here are 5 powerful strategies to combat groupthink and make truly informed hiring decisions:

1️⃣ Diversify Tools & Perspectives Combine multiple assessment methods (simulations, dilemmas, behavioral questions) AND multiple interviewer perspectives. Quantitatively aggregated, these outpredict any single tool or viewpoint.

2️⃣ Mix Up Your Panel Create a diverse interview team across departments, backgrounds, genders, and ethnicities. Different viewpoints expose blind spots.

3️⃣ Information Firewall Don't forward info between interview stages. Avoid the confirmation bias trap!

4️⃣ Independent Evaluations First No under-the-table kicks or immediate post-interview chats! Evaluate separately first, then huddle. This preserves diverse perspectives for a more accurate, efficient assessment.

5️⃣ Skills Over Collective Impressions Fancy degrees and big-name employers tend to impress everyone, fueling groupthink. Focus on relevant skills to break free from this collective bias.

Implementing these strategies can dramatically reduce groupthink, leading to more qualified and diverse hires.

#informedecisions #interviews #bias

Interview PASS Practice

#interviews #bias #candidateexperience

Who cares if viewing candidates' social media is illegal in some places?

#candidateexperience #bias #informedecisions

Interview Horror Story

Long ago, when I was young and green and didn't know better, I was asked by a male interviewer in his mid to late 40s (I was in my early 20s), "Does the rug match the curtains?" Note: my hair color is red,  if this one takes a minute to grasp. I challenge anyone to beat that one! I will never forget it.

Source: the web

#interviews #interviewhorrorstory #bias #informedecisions

The term "Pray to get the job" just got a whole new meaning…

#bias #informedecisions