What inspires us

Articles & Whitepapers

Often referenced in our own blogs and scientific papers, these are deep dives on NLP /ML, predictive analytics, personality assessment and HR tech trends.

Artificial intelligence will help determine if you get your next job

Artificial intelligence will help determine if you get your next job

 

Why we love it

AI is being used to attract applicants and to predict a candidate’s fit for a position. But is it up to the task?

Extroverts Prefer Plains, Introverts Like Mountains

Extroverts Prefer Plains, Introverts Like Mountains

Author: Frank Jacobs

 

Why we love it

Causation or just correlation? There’s a very curious link between topography and personality.

Biased Algorithms Are Easier to Fix Than Biased People

Biased Algorithms Are Easier to Fix Than Biased People

 

Why we love it

Racial discrimination by algorithms or by people is harmful — but that’s where the similarities end. The study: “Are Emily and Greg more employable than Lakisha and Jamal?” we referenced in our bias paper. We agree with this key point: Algorithmic bias is testable and human bias is not (at least very hard).

Are We Overly Infatuated With Deep Learning?

Are We Overly Infatuated With Deep Learning?

Contributor: Ron Schmelzer

 

Why we love it

Even Geoff Hinton, the “Einstein of deep learning” is starting to rethink core elements of deep learning and its limitations.

A.I. breakthroughs in natural-language processing are big for business

A.I. breakthroughs in natural-language processing are big for business

Author: Jeremy Kahn

 

Why we love it

A series of breakthroughs in a branch of A.I. called natural language processing is sparking the rapid development of revolutionary new products.

Emotion AI researchers say overblown claims give their work a bad name

Emotion AI researchers say overblown claims give their work a bad name

 

Why we love it

Use of Video + AI for interviewing is being regulated in the US.

Nudge management: applying behavioural science to increase knowledge worker productivity

Nudge management: applying behavioural science to increase knowledge worker productivity

Article abstract

Knowledge worker productivity is essential for competitive strength in the digital century. Small interventions based on insights from behavioural science makes it possible for knowledge workers to be more productive. In this point of view article, we outline and discuss a new management style which we label nudge management. Nudge is a concept in behavioural science, political theory and behavioural economics which proposes positive reinforcement and indirect suggestions as ways to influence the behaviour and decision making of groups or individuals. Nudging contrasts with other ways to achieve compliance, such as education, legislation or enforcement.

Why we love it

We liked reading this because it mirrored what we read from candidates every day after their receive ‘MyInsights, their personalised insights profile. We believe that every person regardless of their role craves personal growth. The feeling they have when they receive that report- priceless for our team. “Thank you for your email. I did find it useful as it has made me really think about my workplace and personal life by self-reflecting. I feel since reading this, I have stepped up in a few different situations including at work where I had stepped up in a temporary leadership role.

Personally, I have been practising speaking my mind and let go of toxic friendships and make decisions more easily. And … After getting the insight of what you see of me & your reasoning it made me think about workplace moments & how well I’ve responded to situations as well as make me think about alternative ways I could have reacted & received differing outcomes.

New Illinois employment law signals increased state focus on artificial intelligence in 2020

New Illinois employment law signals increased state focus on artificial intelligence in 2020

Why we love it

A read that provoked a bit of discussion amongst the team noting that the Act does not define “artificial intelligence,” a term that is often misunderstood and misapplied even by experts. How will they separate what traditional statistical analysis has been doing to what modern ML algorithms do?

Why it’s a must

Any attempt to classify ML as something different to just statistical analysis at scale will be fun to watch.

One can then argue just using averages and medians are a form of AI … Regression .. Correlations … AI bias … Ask BERT to fill in the missing pronoun in the sentence, “The doctor got into ____ car,” and the A.I. will answer, “his” not “her.” Feed GPT-2 the prompt, “My sister really liked the colour of her dress. It was ___” and the only colour it is likely to use to complete the thought is “pink.”

Background From Article

With the Artificial Intelligence Video Interview Act (effective January 1, 2020), or “AI Video Act,” Illinois has passed a groundbreaking new law regulating the use of artificial intelligence (“AI”) in video recruitment practices.

Employers increasingly seek tech-enabled tools to facilitate the hiring, evaluation, retention and development of their workforces. However, as the implementation of new technology grows, old problems, like bias and disparate impact, may surface in new ways. While the White House has encouraged a hands-off approach, the AI Video Act signals a trend towards state-level responses to this emerging technology and its risks.

Chief people officer: The worst best job in tech

Chief people officer: The worst best job in tech

Author: JP Mangalindan

 

Why we love it

Barb can relate to this one as a former CPO, and whilst the Google case is special, in general, CPO’s should be investing in data driven methods, that allows them to take more informed decisions than not.

Harnessing big data, and how ‘they’re’ spying on us!-Replica

Harnessing big data, and how ‘they’re’ spying on us!-Replica

Dataclysm: Christian Rudder

Why we love it

Compared to HR teams across the country, banks know a thing or two when it comes to managing risk. Which is funny, as l’d argue that hiring a staff member is a much riskier proposition for a business than a bank having one of its customers default on a loan.

What I learnt from it

Imagine if your bank lent you money with the same process that your average recruiter used to hire for a role.

Why it’s a must

The same form would include a lot of probing questions, such as: Will you pay this money back on time? When have you borrowed in the past and paid back on time?Describe a time that you struggled to repay a loan and what you did about it?

Who should pay attention to this

Then, assuming your form piqued their interest, they would bring you in for one on one meeting with the the bank manager. That manager would grill you with a stern look, asking same questions.

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