What ways do you think employers can address this issue

Reference no: EM133266756

Case: According to Canadian research, "Anglo"-sounding names like "Matthew" are 39 percent more likely to get a callback for an interview than "foreign"-sounding names like "Chandrasekar." In response, the Canadian software start-up company Knockri was founded. Knockri uses AI technology, such as facial recognition and speech and language analysis, to produce algorithms that identify predictors of success without identifying candidates by name, thereby reducing human bias in the hiring process.

Please click on the link to watch the video: Canadian Start-Up Uses AI to Reduce Job Interview Bias.

(699) Canadian startup uses AI to reduce job interview bias - YouTube

Please answer following critical thinking questions:

If you were an HR manager responsible for hiring, do you think you would want to use AI software like that offered by Knockri as part of your hiring process? Why or why not?

The advocate for women in technology worries that companies will try to use anti-bias software like Knockri's without addressing the larger issues of bias in their company's culture overall. In what ways do you think employers can address this issue at the job analysis and work design stage?

Reference no: EM133266756

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