The most alarming learning? impactmania's tests showed that AI hiring tools such as Application Tracking Systems (ATS) often favor the least experienced candidates over top (educated and experienced) people. It’s clear that human biases and historical data play a big role in this — and how the machine learns over time. We would fool ourselves to say that algorithmic hiring is based solely on merit.
To move beyond a niche technological play, we need stakeholders who focus on creating robust ecosystems that include diverse participants across various sectors. Therefore, Paksy created a public-private consortium to integrate, test, and demonstrate solutions allowing all involved nine parties to play a role bringing in value in a new collaborative system where trust is built in thru Web3 tools such as metadata on the blockchain, smart contracts, and automated payments.
Impactmania's founder, Chief Strategy Officer at Staex GmbH, Paksy Plackis-Cheng, led an industry-first drone corridor for data sharing and monetization. And we won! The Deep Tech Berlin Award! We are grateful for the recognition and thank our customers, partners, and public entities who have helped us over the last years! You know who you are! This is for you.
The most alarming learning? impactmania's tests showed that AI often favors the least experienced candidates over top (educated and experienced) people. It's clear that and plays a big role in this and how the machine learns over time. Achieving equity requires more than just unbiased AI.
However, the overriding key recommendation we would have is that the AI field should diversify itself. A diverse and inclusive AI talent pool, especially from under-represented communities would anticipate and build a more equitable system. This will require investment in education, mentorship, and access to opportunities. Only then will we have an environment where sophisticated systems are created by people that represent our union.
impactmania is named an expert on algorithmic hiring for the FINDHR group which consists of European universities such as Erasmus University in Rotterdam and the University Pompeu Fabra in Barcelona and organizations such as AlgorithmWatch and Max Planck institute.
Widespread hiring practices including algorithmic hiring tools screen out many qualified candidates and artificially constrain the talent pool that companies consider, essentially “hiding” prospective workers. We conducted qualitative and quantitative experiments to test algorithmic hiring tools such as Applicant Tracking Systems (ATS).