Today on “Bună Dimineaţa la Moldova1,” UTM Vice-Rector, Associate Professor Dr. Dinu ȚURCANU, engaged in a discussion about “The future of Artificial Intelligence in recruitment” with Daniela CRUDU and Ion JALBĂ.
Can Artificial Intelligence help us find the right job? According to Vice-Rector Dinu ȚURCANU, AI is going through a period akin to the industrialization boom, where the introduction of new machinery raised concerns about job security. However, fears of AI replacing human reasoning are unfounded. In fact, Artificial Intelligence can be a useful tool in the recruitment process, providing personalized recommendations and assisting employers in selecting suitable candidates.
Yet, we must approach this with caution, as it depends on our competence to program it correctly. While major platforms increasingly rely on AI for recruitment due to its ability to process large volumes of data quickly, the final decision still rests with the human factor. For example, “Amazon” worked on a recruitment tool for a long time, but later abandoned the development process. The reason? The AI analyzing the resumes discriminated against women, penalizing their applications. This happened because the AI used a dataset created 10 years ago predominantly based on resumes of male candidates, so the patterns identified by the AI made it “believe” that their resumes were better than those of women.
AI’s strength lies in its ability to analyze data swiftly, but it requires the right inputs for accurate analysis. Although AI can shortlist candidates for interviews, the ultimate decision will be made by the employer, based on the candidates’ performance during the interview. Despite some companies entrusting AI with candidate selection, on a global scale, it has not been proven to be superior to human judgment.
Unfortunately, there have been instances, like with Microsoft in 2018-2022, where facial recognition technology was abandoned due to discriminatory outcomes. This underscores the importance of continuously auditing datasets and considering user feedback to refine AI algorithms. A conclusive example in this regard is LinkedIn, which uses the so-called job collection, providing potential candidates with a detailed analysis of the labor market, structuring employers’ offers by fields.
In conclusion, while AI offers benefits in automating data processes, human oversight remains crucial in refining recruitment strategies and ensuring fair and unbiased outcomes.
