Org Behavior Discussion 3

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Framingham State College *

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Management

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Jun 21, 2024

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Discussion Board Title: Leveraging AI for Personality Assessment: A Journey Towards Bias Reduction Introduction: In an era of increasing emphasis on diversity, equity, and inclusion, organizations are actively seeking ways to reduce bias in hiring and talent management. This case study examines the implementation of Artificial Intelligence (AI) in assessing personality traits as a means to mitigate bias in the selection process while promoting fair and equitable hiring practices. Case Study: Implementing AI for Personality Assessment Background: Company ABC is a multinational corporation with a diverse workforce. Recognizing the need to improve its hiring process and reduce potential biases, the company decided to explore the use of AI to assess personality traits during recruitment. Implementation and Challenges: 1. AI-Powered Personality Assessment : Company ABC adopted an AI-based personality assessment tool to evaluate candidates' personality traits and cultural fit. The tool analyzes linguistic patterns in written responses to open-ended questions. 2. Reducing Bias : The AI tool was expected to reduce bias by providing a more objective assessment of personality, without taking into account candidates' gender, race, or other demographic information. 3. Initial Hurdles : During the initial phases of implementation, the AI system faced criticism for being potentially biased in its own right. Concerns were raised about the algorithms perpetuating existing stereotypes and biases in the language used in job descriptions and assessments. 4. Ethical Considerations : The company had to navigate ethical considerations related to privacy and transparency. Transparency in AI decision-making was vital for candidates to understand how their personality traits were assessed. Questions for Discussion: 1. How can AI-based personality assessment tools be designed to reduce bias in the hiring process? What factors should be considered in the development of such tools? One way that AI-based personality assessment tools can be designed to reduce bias in the hiring process is to be separate from any online profile application. When I have applied for jobs especially on a job site, it saves all of my profile information and any diversity questions I have answered previously. This means that every time I apply with my cover letter, resume and answer any questions the job posting added to the hiring assessment, I am also attaching any other information that could create bias. I think the assessment tool should not be any video/facetime participation and that it should populate a coded tracking number for each applicate so that way it should reduce any AI data biases. In the article, What are the limitation of artificial intelligence in hiring , it states that the, “ results and decisions being made using AI to confirm that they are clear and free from discrimination. They also need to be certain that important decisions aren’t being made exclusively by AI. Human connection and judgment is necessary for decisions involving more complex or nuanced thinking. AI is only able to learn from the data it’s been given and generate similar results; it cannot think or create independently ( PEG Staffing). 2. What are the potential challenges and ethical concerns that organizations may face when implementing AI for personality assessment? How can these challenges be mitigated? When it comes to implanting anything new in the workplace it can be fraught by employees and how it will impact their day to day tasks and morale in the workplace. I think something that many people are already worried about is AI and how much it is moving more and more into our

every day and every minute of our lives. With that there are challenges and concerns that organizations will face when implementing the AI for personality assessment such as the high cost it comes with acquiring this type of technology. In the article, What are the limitations of artificial intelligence in hiring , it stated “ If companies aren’t careful, AI can perpetuate biases. AI can also feel impersonal and have a negative impact on the candidate’s experience and view of the company” ( PEG Staffing). 3. Discuss the importance of transparency in AI decision-making, especially in the context of personality assessment for hiring. How can organizations ensure that candidates understand how their traits are being evaluated? I think for any organization it is important to have transparency in any evaluation of assessments. For this transparency to be proactive, I believe that there should be an informative page prior to. I believe this would be best for those who may need accommodations for any test taking to have an elective chance if they do require any accommodations for the assessment. In addition, the informative page would outline main questions/tutorial information and advise in transparency to applicants the reasoning for the pairing of the assessment with the job application. Again, I do believe that there needs to be some human oversight, so there should be a main person or department to contact for any applicants to discuss further about concerns or issues with the paired assessment. 4. Examine the risk of AI algorithms perpetuating existing biases in job descriptions and assessments. How can companies proactively address this issue to ensure fairness in the recruitment process? When it comes to the risk of the AI algorithms perpetuating existing biases in job descriptions and assessments, I think it can run into the bias of thinking outside of the box for job descriptions and qualifications. With the current way most job forums streamline applications, it is looking for keywords to push resumes forward to the organizations for the next application process. By this AI process already in place certain applicants can be overlooked because their resume does not obtain the keywords the AI system is set up for. So, this can create good candidates being overlooked by data bias. I think by having some part of human interaction to help recheck the applications being submitted can help maximize strong candidates for that job description. 5. What role should human oversight play in the use of AI for personality assessment? How can organizations strike a balance between AI automation and human judgment in the hiring process?

As previously stated in the above questions, I think that there needs to be a fair oversight of human involvement when it comes to the use of the AI in the personality assessment. I feel that there should be human oversight so that the process does not always feel so impersonal and can have a negative experience for the individuals involved. Again, the article I have referenced, What are the limitations of artificial intelligence in hiring , notes “ Human connection and judgment is necessary for decisions involving more complex or nuanced thinking. AI is only able to learn from the data it’s been given and generate similar results; it cannot think or create independently” ( PEG Staffing). 6. Evaluate the potential benefits and drawbacks of using AI for personality assessment. How might this impact diversity, equity, and inclusion efforts within organizations? This case study prompts discussions on the use of AI in reducing bias in personality assessment and hiring processes, and the ethical considerations and challenges associated with its implementation. It encourages students to consider the balance between AI automation and human involvement in decision-making for more equitable recruitment practices. I would like to have the most confidence that this can be a benefit and a good addition to any company implementing this assessment. As previously stated, I do understand the pros and cons of this implementation. Ideally every organization would like to eliminate biases in the hiring process, but I do feel that there will still be a margin of error with AI and human involvement alone or combined in the process. I do not think anything will ever eliminate it completely as AI does create learned behaviors from data as well. So, one could even say that AI could learn that when certain applicants choose an answer on one question out of the assessment that they statistically go on and obtain an offer. This can create a bias without any human involvement, which is why I think both AI and human involvement should be combined for the hiring process. Sources PEG Staffing. (2023, September 27). What are the limitations of artificial intelligence in hiring? https://www.pegstaff.com/what-are-the-limitations-of-artificial-intelligence-in-hiring/ #:~:text=The%20high%20costs%20of%20acquiring,and%20view%20of%20the %20company .

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Hi Zach, I do agree with your post that as much as AI can help expedite the application but there really is a benefit to having human interaction or oversight if this is implemented by an organization. I also agree that transparency is key to organizations that are implementing this into their hiring process. In addition to your examples of how someone acts in an interview and the many different dialects of the American language in our country, it brings up other factors to consider. The first factor that comes to mind is for individuals that need accommodations for any assessments. Companies would need to offer applicants the ability to have accommodations for these assessments as companies are able to provide accommodations for their current employees for needs. Another factor that comes to mind when you mention the dialects, is for multilanguage speakers who are applying. If English is not their first language that can impact their responses, which the AI would not be able to have the human aspect of understanding that perhaps the wording for the question at hand was harder for that individual to understand because of how they are processing the information. That is why I do agree that there needs to be a balance if the AI programming is implemented because as much as we are trying to eliminate biases, AI can create its own bias, and we are taking the human interaction of understanding and perhaps compassion for the individual(s) that are engaging in the assessment process. Chris Davis Hi Idowu, Your discussion was very informative and many great points throughout. I also agree that empathy is something that AI can not replace from human interaction. One concern I had was for any individuals going through the AI assessment would be for those that require accommodations for assessments. How will AI properly assess an individual who requires accommodations unbiasedly compared another who may not? AI is definitely capable of creating its own biases which makes it very dangerous to leave that up as the whole decision-making process for a hiring process. I do feel that if AI assessments are implemented by an organization that there needs to be human over-sight involved to provide the empathy, cultural differences, individual circumstances, and non-verbal cues that you pointed out. This can also be a concern for any multi-language applicants. I can see the AI creating biases based off of responses because English is not the first spoken language. Because there may be a slightly barrier with certain English words, the individual may not be able to answer to the best AI response. This again is where the human element is important for the hiring place to be implemented. An in-person conversation or type of recruiting interaction will help the human understand the individual more than an AI algorithm. We already can experience conflicts or misunderstandings just by simple texting or responding to co-workers via email, when you take out the human element you take away many of the verbal and non-verbal cues and tones that people may have in conversations. Chris Davis

Org Behavior Discussion 3

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