The next job search you conduct will likely be shaped by artificial intelligence. In the age of LinkedIn and Monster.com, job hunters can count on their resumes being screened by non-human intelligence. So what does this mean for the future of hiring? At a recent live taping of the Stanford School of Engineering podcast “The Future of Everything,” Adina Sterling, an assistant professor of organizational behavior at Stanford Graduate School of Business who studies labor markets, said that roughly three-quarters of the job applications received by major companies will be touched in some way by artificial intelligence. Because these hiring bots look for very specific criteria, qualified applicants may be screened out early in the process if their resumes don’t contain “the right buzzwords to get through the filters. It’s just as likely today as it was 20 years ago that a diamond in the rough will be overlooked,” she said. While the use of artificial intelligence allows for gains in efficiency for both job seekers and potential employees, there is the danger that AI algorithms will embody and perpetuate existing bias. Sterling noted that she has been encouraged to see that companies are moving with a lot of caution in the area of AI and hiring. There is a recognition that machines can’t do this work on their own and that, at a minimum, a supervised AI hiring process is necessary. You can listen to the Future of Everything on Sirius XM Insight Channel 121, iTunes, SoundCloud and Stanford Engineering Magazine. Connect With Us:Episode Transcripts >>> The Future of Everything WebsiteConnect with Russ >>> Threads / Bluesky / MastodonConnect with School of Engineering >>>Twitter/X / Instagram / LinkedIn / Facebook Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ask this episode

“What did the council decide on item 42?” — answered with the speaker and the moment.

Transcript

Related