Over the past year, HR leaders have moved from waiting for AI legislation to proactively developing strategies for integrating AI into their operations, says Jo-Ann Feely, global head of innovation at AMS, a talent management solutions company. But that doesn’t mean they don’t care about ethics.
This activity is particularly evident in talent acquisition, which has become the primary concern of HR managers, as highlighted HR Manager What keeps HR up at night investigation. According to Feely, AI has the potential to revolutionize the way recruiting is designed and executed within organizations. MSA explores the “cutting edge use cases” of AI in MT, those that will actually solve problems or improve the recruiting experience. The company does this while adhering to what it calls the “4 Es of AI”: ethical, efficient, explainable and rewarding experiences.
AMS Launches Ethical AI in Talent Board
In line with this philosophy, earlier this month AMS announced the launch of its Ethical AI in Talent Board, comprised of experts from business, academia and nonprofit organizations. This advice aims to guide the ethical application of AI in AT, addressing challenges such as human bias, privacy concerns, and transparency concerns. Council members include:
- Franck Cohen, president of GoCardless and the CYE cybersecurity platform
- Dr. Eric Sydell, CEO of Vero AI
- Dr Cari Miller, Head of AI Governance and Research at the Center of Inclusive Change
- Dr. Fred Oswald, professor of industrial and organizational psychology at Rice University
- Dr Avinash Dadhich, Dean, Manipal Law School
- Hema Lakkaraju, For Humanity member and certified AI auditor
AI is seen as the “engine” of innovation and improvement in AT, but Feely emphasizes that the foundation must first be laid with standardized data and processes. The Council’s mission is to create a charter for the industry, ensuring that AI technologies in talent acquisition are fair, transparent and impartial.
With applications ranging from talent pipeline management to interview selection and scheduling, the potential of AI in TA is vast. The Council will ensure that these tools respect individual rights and provide tangible benefits to all stakeholders, including candidates, employeesrecruiters and HR professionals. AMS has cultivated diversity on this board so that its members can proactively anticipate the potential pitfalls and potential of artificial intelligence. They will play a critical role in helping AMS employees and their customers successfully implement new tools that improve the talent acquisition process.
Ethical AI: Readiness and Risks
Feely notes that organizations vary widely in their willingness to adopt AI in their talent management processes. Some AMS clients have dedicated AI ethics officers, while others are just beginning to evaluate their AI capabilities. Financial constraints often limit the adoption of AI, as it remains an “expensive purchase,” according to Feely.
She says organizations with native developers can find unique applications within enterprise technology, while others rely on vendor partnerships. A significant challenge lies in investing in interpreting data to optimize AI-driven insights and reporting, a priority that Feely believes will be important to most organizations.
Feely highlights the importance of HR’s role in AI-related business strategies, as AI often influences how employees perform their jobs. However, all HR practitioners, from department heads to MT specialists…do not always share a unified perspective. Feely identifies two camps within TA teams: those who are enthusiastic about the potential of AI and those who are more cautious due to budgetary or philosophical concerns.
There is a happy medium. Feely advises HR leaders not to overlook the “fractional impact” of AI: small improvements that save time and improve the workday without overhauling existing processes. These incremental changes can provide significant value, especially during tight budget times.
Commenting on the launch of the ethics board, Feely says it is clear that the implications for talent acquisition and management are significant, and that the board will provide critical guidance on respecting user rights while harvesting advantages of artificial intelligence. “Our Ethical AI in Talent Board will help mitigate the risks associated with AI while maximizing its potential to support our clients and their most valuable asset: their people. »
