CHROs around the world are introducing AI into their own teams and workforces with varying degrees of success. But there is one important pitfall to be aware of: a set-and-forget approach to the new technology is simply not enough.
That’s what Karyn Twaronite, EY’s global vice president for diversity, equity and inclusion, says, sharing her insights with Assets This month’s virtual CHRO series. Your company was using AI to screen applicants when the system automatically sent a rejection letter to an excellent candidate with all the skills needed for the role. The problem? The candidate’s resume and cover letter didn’t contain all of the keywords the AI was trained to look for.
“AI actually requires human support and the ability to raise your hand and say, ‘Mistake, mistake,'” she said. “We can learn from mistakes and technical systems get it right most of the time. But great recruiters, DEI and HR professionals can help take those systems from good to great.”
Twaronite’s team noticed the oversight and quickly contacted the candidate to move the interview process forward. Mark Brown, Starbucks’ senior vice president of talent and inclusion, agreed. He says just because employers can use AI for certain things doesn’t mean they should.
According to a SHRM report published in April, around 25% of companies currently use AI to support HR-related activities. But the knowledge gap is significant: 43% of HR leaders recently reported having limited or no theoretical knowledge of AI, and only 54% have an intermediate understanding of AI fundamentals.
Kelley Steven-Waiss, Chief Transformation Officer at ServiceNow, stressed that leaders need to ensure there is accountability for the ethical use of AI across the organization, including people, processes and technology. Technology doesn’t know the difference between right and wrong, but most people do.
“The role of HR leadership in AI strategy is to act as the conscience of the organization,” she says.
Kristin Stoller
[email protected]
Today’s edition was curated by Emma Burleigh.
Around the table
A summary of the most important HR headlines.
Air Canada pilots have voted to go on strike starting in mid-September if the airline cannot reach an agreement with workers on a new collective bargaining agreement. WSJ
The UK’s former Conservative government’s stance on immigration led to a sharp decline in visa issuance for international health workers. Bloomberg
A legal battle is underway between an agricultural company and the United Farm Workers union after some workers claim they were tricked into joining the union. The workers’ organization, however, claims otherwise. New York Times
A flood of work apps and products is overwhelming employees, while managers are overwhelmed by reduced staffing budgets and must now rely on technology to fill gaps in staffing needs. Business Insider
Water cooler
Everything you need to know about Assets.
Spy comfort. A new report finds that a significant number of workers have no problem with their employers monitoring their work-related messages and communications—more than the HR managers had expected.—Marco Quiroz-Gutierrez
Football is making progress. The National women’s football league has agreed on new conditions with his players’ union by removing caps on drafts and earnings while giving rookies the opportunity to choose the league they play in. —Paolo Confino
Attract big egos. While companies often use words like “ambitious” and “results-oriented” in job postings to describe ideal candidates, A study shows that narcissists are attracted to this language. —Lindsey Leake
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