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Why is AI Bias So Hard to Fix

 

While an artificial intelligence (AI) does not have its own personality, per se, that does not mean they are not affected by bias. Deep learning algorithms are designed to identify patterns and use them to make recommendations, come to decisions, or render conclusions. If any part of the learning process promotes bias, then the AI ultimately develops one. And, if an AI bias occurs, it can be incredibly hard to fix.

 

The Origins of AI Bias

AI bias can happen for a variety of reasons. While the most obvious source is the data used by the system, other issues can also result in bias.

 

For example, an AI is usually designed to help answer a specific question. If that question contains a subjective component, or a concept that is open to interpretation, the company creating the AI puts their own definition on the concept. If their viewpoint is biased (even if it is unintentional) or even just poorly defined, the AI could produce unintended outputs, creating a lack of fairness or other observable bias.

 

When data is collected, bias can show up in one of two ways. First, if the data collection method results in an inaccurate depiction of reality, that can create bias. Second, if the data reflects existing biases that are present in society, the AI then has them as well.

 

Finally, when data is prepared, bias can also creep in there, even if the source data was unbiased. For instance, the attributes selected for the AI to review could create a prejudice.

 

Why Eliminating AI Bias is So Challenging

Dealing with AI bias is actually incredibly difficult. In some cases, the introduction of bias is not very apparent, so the designer may not realize there is a problem until they begin reviewing outputs. When this occurs, retroactively finding the source of the issue is a daunting task.

 

Similarly, the subjective nature of some core questions can make it difficult to determine what an unbiased outcome looks like. Along the same line, defining fairness itself is not easy, particularly since it has to be examined in mathematical terms when designing an AI. Since social context can impact the definition of fairness, and that can vary dramatically from one location to the next, the challenge is even greater.

 

Dealing with AI Bias in the Future

While the AI bias problem could be considered vast, researchers are working diligently to find a solution to the problem. This includes developing new algorithms that detect potential issues, including hidden biases, and processes that hold organizations accountable for unfair practices.

 

Dealing with AI bias will take time. However, even if it will not be solved easily, a solution is in the works.

 

Do You Need Assistance Building Your Tech Team? Contact The Armada Group!

If you would like to learn more about AI bias and how it can impact business, the team at The Armada Group can help. Contact us with your questions or thoughts today and see how our deep learning expertise can benefit you.

 

Published in Hiring Managers

best practices external recruiters

The competition for top talent is on the rise, and IT managers are looking for the most effective ways to find and hire top candidates. One of the best strategies for bringing in IT talent is to work with a third-party recruiter that specializes in the tech industry.

External recruiters can help you relieve the burden of talent management by sourcing highly qualified candidates for your open positions, quickly and cost effectively. But like all business solutions, there are things you can do to leverage your relationship with an external recruiter and ensure a smoother process with improved results.

Here are some of the best practices for working with third-party recruiters, temporary and staffing agencies to bring top IT talent into your organization.

Make talent acquisition a priority

When you’re looking to fill an open position, finding the right candidate quickly is a top priority. Professional external recruiters will understand this, and do everything possible to ensure that the recruiting process takes the least possible time.

However, it’s essential to keep in mind that finding high-quality candidates is a time- and labor-intensive process. You should expect a high-priority candidate search to take around six weeks — and during that time, be prepared to prioritize dedicated time and resources to the process on a daily basis.

Keep communication lines open

Staying in touch regularly with your external recruiter is crucial for the success of your talent search. In order to maintain strong communication and cooperation, the following best practices are recommended:

  • Maintain a direct working relationship between the third-party recruiting team and the decision makers in your company, without relying on “gatekeepers” to relay communications.
  • Be responsive, returning important calls and emails within one business day of receipt — particularly when a decision is required.
  • Deliver timely, detailed feedback on interviews and candidates submissions, also within one business day.

Maintaining a high sense of urgency and responsiveness throughout the recruiting process will enable an external recruiter to deliver the timely results you want.

Have realistic candidate expectations

Every IT manager wants to hire the “perfect” candidate — but keeping your expectations reasonable and realistic is essential for success. In order to ensure that your positions are marketable, and you receive an adequately sized candidate pool to choose from, work with your external recruiter to develop:

  • Quality job opportunities that will interest top candidates
  • Well-written, streamlined job descriptions with the best chance of being read
  • A strong employer brand that attracts the right candidates with good cultural fits
  • Realistic sets of desired skills and competencies (no “purple squirrels”)

The Armada Group is committed to the success of your organization. With our top-priority requisitions, you’ll receive at least one qualified candidate for your review within 48 hours of initiating the talent search process, or a progress report detailing key findings for further discussions. Contact us to learn more about our IT talent recruitment solutions.

Published in Recruiting