Content uploaded by Paksy Plackis-Cheng
Author content
All content in this area was uploaded by Paksy Plackis-Cheng on Jul 09, 2024
Content may be subject to copyright.
BACK
GROUND
Paksy Plackis-Cheng (grad. Erasmus University Rotterdam)
impactmania, founder
created and led interdisciplinary programs for University of California, Santa Barbara,
Messaggero Veneto Scuola, U.S. Consulate, global corporations.
Staex GmbH, chief strategy officer
reliable and secure data infrastructure for intelligent machines
German Entrepreneurship GmbH, official start-up mentor
funded by German Federal Ministry of Economic Affairs and Climate Action
AI HIRING
INITIATIVE
• Gain a better understanding of the current use of AI in hiring
practices.
• Test resumes in Applicant Tracking System (ATS)
• Investigate job seekers’ experiences with AI hiring tools.
LABOR MARKET
• !"
•#$#%$%$
%"%#%
"
•&!&'#$$
($"
•%)!)(!
$!"
AI Exacerbates the “Hidden” Workforce Challenge
*screen out many qualied
candidates !
'!+,($%"(
-).")"
/0$%
$%.12!"
34'5-"' 6'()32('1/7/8"*%."(-)9 4*%"
FIRSTHAND
EXPERT
KNOWLEDGE
A total of 110 participants
•88 applicants uploaded their
resumes of which
•23 people were interviewed
(mix of 1:1 interviews, focus
groups, questionnaire).
•In addition, 22 expert interviews
were conducted with leading
talent intelligence tech
companies, global talent
solution firm, and corporate
Diversity & Inclusion- and
Talent Acquisition leaders.
PARTICIPANTS
QUESTIONS
ASKED —
JOB
APPLICANTS
1. Please describe one of your recent job search experiences.
2. Were you aware during the process that AI tools were used in sourcing
and selecting candidates for interviews?
3. How do you know this? How did you experience this?
4. Have you done anything differently because of this experience? What?
5. Recommendations on how to go about finding jobs that are a fit?
QUESTIONS
ASKED —
AI & TALENT
INTELLIGENCE
EXPERTS
1. What is your experience working w/ AI hiring tools? Please provide an
example.=
2. How do you minimize bias and discrimination in the hiring process?
3. How do you minimize bias working w/ AI hiring tools?
4. What do you recommend to current job seekers with respect to uploading
resumes (optimize search and qualification for invitation to interview).
5. Any other surprises working w/ AI hiring tools?
QUESTIONS
ASKED —
TALENT
ACQUISITION
LEADERS
1. What is your initial screening process?
2. What is your experience working w/ AI hiring tools? Please provide an
example.=If not working w/ AI tools, why not?
If yes, how are you using AI tools to find the right candidates you are looking
for?=
3. If you work w/would like to work w/ AI tools, what would you ideally want
from an AI tool?=
4. How do you actively minimize bias and discrimination in the hiring
process? How do you minimize bias working w/ AI tools?=
5. What do you recommend to current job seekers with respect to uploading
resumes (optimize search and qualification for invitation to interview).
JOB APPLICANTS
“I sent out before receiving only one interview in Berlin which
resulted in my current job.
, I still
heard back from less than 10% of the companies I applied to...” -
“I strategically chose to use my middle name on my resume to enhance my career
prospects. Operating under the name Melissa.., !"#
! $
%” 3
“!&'(
' !
)*but did not hear back from any. !
! * +
!,. It was an eye-
opening experience for me, and disheartening when I saw other peers, with a less
ful&lling career trajectory receive call-backs for interviews. I am leaving Europe at this
point.” 39
EXPERIMENTS
Experiment I (A)
::
!);3$'<9=>
=%
Experiment I (B)
::
$%
)!)
=" '?'.@
Experiment II
$!
)#9'A'
!53'9&"
EXPERIMENT
I(A)
EXPERIMENT
I(B)
$%)!)
9 BBC
=$B(D
)C
EXPERIMENT
II
=%)!)(#$C
!"#
$
%"&
"'
(&)*+#
!,+&-
"
&"#
FINDINGS
•.&/saw a similar ratio %
#0123
%4#
•.5/&)*+
#
The ranking of identical job applicants can yield distinct outcomes, inuenced
by the machine learning derived from various historical datasets.
.&/6&)*.7/
8&%$#8&&%$
9
#&)*8$%
$8
#
•High Likelihood of Bias Towards Migrant. :
; a
notable 80% of international resumes receiving lower rankings.
RECOMMENDATIONS
Short-term Recommendaons for Corporaons
•!)"$#$E
•)"D%@'
$#<
Long-term Recommendaons for Policymakers
•!#!#%F&B#
•9-!!
&!=.#
RECOMMENDATIONS
(('!3$
#&#!"$&('
'"?!$$(($
!"
464G=6HEE"E$
3EE/7/IE78E4G=6336J#!
39%!39%333"