The applications of artificial intelligence (AI) and machine learning for talent strategy are abundant, but not without their challenges. For example, if a company wants to grow each year, a computer program may be able to help determine which traits the employer’s ideal candidates should possess. But if the machines are learning from human interactions or acting based on human-set parameters, they may also amplify bias in the hiring process.
Jim Stroud, global head of Sourcing and Recruiting Strategy for Randstad Sourceright’s global Talent Innovation Center, joins RecruitingLive to discuss the potential pitfalls and opportunities created by machine learning today.
About the Author
Jim is global head of Sourcing and Recruiting Strategy for the Randstad Sourceright Talent Innovation Center. A globally renowned sourcing expert, he has been recognized in Glassdoor’s HR and Recruiting Thought Leaders to Follow and The 100 Most Influential People in HR and Recruiting on Twitter. Passionate about all things sourcing and social media, he keeps a blog full of insights and practical examples.Follow on Google Plus Follow on Twitter More Content by Jim Stroud