庆文怡ud的用法>小花的味噌汤if job ekers knew conpanies
If job ekers knew companies were using artificial intelligence to fill open positions,would it stop them from applying for the job?The answer,according to a recent study,is yes-sometimes.
The rearchers found that in certain instances,like the screening(筛选)of applications,study participants usually accepted some degree of automation.But in other instances,like interviews,the study suggests,automation could discourage job ekers from applying for a position.
Companies contending with recent labour shortages are increasingly turning to AI as away to facilitate and speed up the hiring process.AI can be ud in such tasks as screening job applicants for basic qualifications,checking for professional licens,interviewing candidates and conducting competency asssments.
The new rearch underlines when using AI in hiring could be counterproductive(事与愿违
的).The rearchers found that if the job posting said AI was ud to both screen applicants and conduct interviews，participants’intention to apply to the position averaged 2.77 on a six-point scale.If AI was ud only for the screening process,participants’intention to apply averaged 3.73.
In another experiment,the authors also found that study participants saw pros as well as cons(利与弊)in the u of AI in interviewing.
问卷调查问题Participants who saw a job posting stating that AI was ud to both screen applicants and conduct interviews expected the hiring process to be more consistent in its judgments than tho who saw postings with less Al involvement.
On the other hand,participants who were told the hiring would be fully automated tended to believe more than others that they had less agency or voice in the final outcome.Overall,the study results suggest this concern tends to outweigh the appreciation of AI’s lack of bias(偏见)at the interviewing stage.
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祝婆婆生日快乐“A hybrid approach where companies u AI in some tasks but not others may be a way to get the best of both worlds,”says Jenny Wesche,a co-author of the study and a rearch fellow at the Free University of Berlin.Participants may have been more open to automation earlier in the hiring process becau they had little expectation of direct interaction at that stage and could e some benefits from using AI—such as less-biad decisions and the avoidance of problems like nepotism(任人唯亲),she says.But during the later stages,she suggests,applicants expect personal interaction,to give them an opportunity to ll themlves and to learn more about the company.
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