Analytics has found a strange but useful bedfellow. In essence, it is merging with Artificial Intelligence and has transformed the operation of businesses in multiple ways, providing a new edge to numerous business processes, including recruitment.
Analytics has transformed human lives in multiple ways, both in the business and the personal sphere. HR and recruitment departments are today using AI-powered with analytics to recruit the right candidates. The recruitment cells of South Korea and US-based organizations are using Emotional AI or Emotion Analytics to revamp the way candidates are hired. To identify and address the loopholes of the recruitment process, Analytics and AI prove to be beneficial in different ways. But is Emotion Analytics as a part of the screening process really reliable? And more importantly, is it ethical?
Emotion Analytics cross-references body language and facial movements to analyze the candidature of the applicant. But, the reactions are entirely based on the high-pressure situation during the interview and cannot be wholly relied upon. The Emotional AI algorithms do identify when the candidate lies but is introspection to that extent required?
This process varies to a great extent depending on the software used. The candidate’s attitude towards risk features heavily as employers can quickly learn if the candidate is a potential liability, using Emotional Analytics. What’s concerning with this gamified element is that many older candidates are not familiar with the format, automatically creating a disadvantage for them in the selection process.
For instance, in the case of a video interview, AI technology captures movements — both involuntary and voluntary — to assess the person’s traits, attitude, and mood. The data collected is then reviewed to score the candidates’ level of’ employability’ for the job in comparison to the other applicants.
However, the world’s leading psychologists and experts of emotions have warned that AI systems that companies claim can “read” facial expressions are actually based on outdated science and technology, making the judgments unreliable, discriminatory, and unreal. Emotional Analytics technologies appear to neglect a growing body of evidence conflicting the notion that the basic facial expressions are universal across cultures. Hence, such techs run the risk of being unreliable or discriminatory when used in global settings.
Researches have also revealed that emotion analytics has no scientific basis and justification. So, there have been many discussions about the ethicality of using this technology to make major decisions about people’s lives. And recruitment is a very crucial process, as it hugely affects the growth of the company and also determines the development of the company culture. It also profoundly affects the life of an individual and their career plan. Experts have also asked governments and businesses to ban emotion analytics technology until a more in-depth study reveals the risks associated.
So, most experts agree that firms should stay away from letting technologies decide how capable humans are. But the positive way forward will be to create and use parameters that highlight the capabilities of candidates while not judging them on their weaknesses. After all, it is these strengths that will add to the recruiting company’s abilities.