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"If you've been job hunting recently, chances are you've interacted with a resume robot, a nickname for an Applicant Tracking System, or ATS. In its most basic form, an ATS acts like an online assistant, helping hiring managers write job descriptions, scan resumes and schedule interviews. As artificial intelligence advances, employers are increasingly relying on a combination of predictive analytics, machine learning and complex algorithms to sort through candidates, evaluate their skills and estimate their performance. Today, it's not uncommon for applicants to be rejected by a robot before they're connected with an actual human in human resources. The job market is ripe for the explosion of AI recruitment tools. Hiring managers are coping with deflated HR budgets while confronting growing pools of applicants, a result of both the economic downturn and the post-pandemic expansion of remote work. As automated software makes pivotal decisions about our employment, usually without any oversight, it's posing fundamental questions about privacy, accountability and transparency."

"The tools - which aim to cut the time and cost of filtering mountains of job applications and drive workplace efficiency - are enticing to employers. But Schellmann concludes they are doing more harm than good. Not only are many of the hiring tools based on troubling pseudoscience (for example, the idea that the intonation of our voice can predict how successful we will be in a job doesn't stand up, says Schellmann), they can also discriminate."

"According to the data from Predictive Hire, nearly 55% of companies are investing in recruitment automation and believe that it'll enhance efficiency and enable data-driven judgments. For instance, a resume parser, a technology I work with extensively, helps screen resumes and extract candidate data. For the recruiters who are still in limbo about whether or not to go for augmented AI, I've lined up a few benefits that can be helpful as well as some best practices."

"Some have argued for much greater policing of content online, and companies like Facebook, YouTube, and Twitter have talked about hiring thousands to staff up their moderation teams.8 8. April Glaser, Want a Terrible Job? Facebook and Google May Be Hiring,Slate (Jan. 18, 2018), https://slate.com/technology/2018/01/facebook-and-google-are-building-an-army-of-content-moderators-for-2018.html (explaining that major platforms have hired or have announced plans to hire thousands, in some cases more than ten thousand, new content moderators).On the other side of the coin, companies are increasingly investing in more and more sophisticated technology help, such as artificial intelligence, to try to spot contentious content earlier in the process.9 9. Tom Simonite, AI Has Started Cleaning Up Facebook, But Can It Finish?,Wired (Dec. 18, 2018), https://www.wired.com/story/ai-has-started-cleaning-facebook-can-it-finish/.Others have argued that we should change Section 230 of the CDA, which gives platforms a free hand in determining how they moderate (or how they don't moderate).10 10. Gohmert Press Release, supra note 7 ("Social media companies enjoy special legal protections under Section 230 of the Communications Act of 1934, protections not shared by other media. Instead of acting like the neutral platforms they claim to be in order obtain their immunity, these companies have turned Section 230 into a license to potentially defraud and defame with impunity… Since there still appears to be no sincere effort to stop this disconcerting behavior, it is time for social media companies to be liable for any biased and unethical impropriety of their employees as any other media company. If these companies want to continue to act like a biased medium and publish their own agendas to the detriment of others, they need to be held accountable."); Eric Johnson, Silicon Valley's Self-Regulating Days "Probably Should Be" Over, Nancy Pelosi Says, Vox (Apr. 11, 2019), https:/

"After a decade or so of the general sentiment being in favor of the internet and social media as a way to enable more speech and improve the marketplace of ideas, in the last few years the view has shifted dramatically-now it seems that almost no one is happy. Some feel that these platforms have become cesspools of trolling, bigotry, and hatred.1 1. Zachary Laub, Hate Speech on Social Media: Global Comparisons, Council on Foreign Rel. (Jun. 7, 2019), https://www.cfr.org/backgrounder/hate-speech-social-media-global-comparisons.Meanwhile, others feel that these platforms have become too aggressive in policing language and are systematically silencing or censoring certain viewpoints.2 2. Tony Romm, Republicans Accused Facebook, Google and Twitter of Bias. Democrats Called the Hearing 'Dumb.', Wash. Post (Jul. 17, 2018), https://www.washingtonpost.com/technology/2018/07/17/republicans-accused-facebook-google-twitter-bias-democrats-called-hearing-dumb/?utm_term=.895b34499816.And that's not even touching on the question of privacy and what these platforms are doing (or not doing) with all of the data they collect."

"Word of the layoffs comes over a year after the company made a big hiring push, doubling its size to over 500 people. Stack Overflow did not elaborate on the reasons for the layoff, but its hiring push began near the start of a generative AI boom that has stuffed chatbots into every corner of the tech industry, including coding. That presents clear challenges for a personal coding help forum, as developers get comfortable with AI coding assistance and the very tools that do that are blended into products they use. AI-generated coding answers have also posed problems for the company over the past year. The company issued a temporary ban on users generating answers with the help of an AI chatbot in December last year, but its alleged under-enforcement led to a months-long strike among moderators that was resolved in August; the ban is still in place today. Stack Overflow also announced it would start charging AI companies to train on its site. "

"There's an increasingly popular solution to this problem: why not let an intelligent algorithm make hiring decisions for you? Surely, the thinking goes, a computer is more able to be impartial than a person, and can simply look at the relevant data vectors to select the most qualified people from a heap of applications, removing human bias and making the process more efficient to boot."

"(And, in fact, anonymity apps have brought positives along with the negatives. Not long ago, a post on Secret reported that Google had acquired the poster's five-person company and had hired everyone but her. Later posts revealed that she was the only female at the company and had been there since it was founded. The thread became the talk of Silicon Valley, generating a lively debate about suppressed sexism in the start-up community. The poster's ability to remain anonymous was key to this information coming out. She could stand up to power, speak without embarrassment, and avoid alienating potential employers who might take a dim view of her controversial statements. That's exactly why the First Amendment protects anonymous speech, and that's why the value of anonymity apps like Yik Yak shouldn't be summarily dismissed. "

"Tech workers are in demand: companies find it easier to raise cash than to hire engineers; this gives workers enormous bargaining power, and they're using it. From the Google uprisings over a Pentagon babykiller project and a Chinese surveillance project to the Microsoft uprising over ICE contracts, tech workers are emerging as part of the solution -- while their secretive, shareholder-haunted bosses are more and more the problem."

"One great way to tell the difference is to ask AI recruiting companies what they use artificial intelligence, machine learning and/or deep learning for. Hopefully the hiring firm can what it's using the new technology for and not just that it is. If not it's time to dig a bit deeper."

"Instead, the robots are here not to replace this lower tier of underpaid and undervalued work. They are here to smugly sit in the middle, monitoring and surveilling us, hiring and firing us. Amazon has recently replaced its middle management and human resources workers with artificial intelligence to determine when a worker has outlived their usefulness and needs to be let go. There is no human to appeal to, no negotiating with a bot. "

"The first paper turns the tables on the trend for job applicants to be screened by algorithms. The researchers assigned some applicants "algorithmic writing assistance" with their CVs or covering letters to see if it influenced employers' decisions. But obviously those of us who do lots of recruiting would never be affected by such small changes… would we? I'm afraid so. Jobseekers who had the tech help were 8% more likely to get hired. Sigh."

"Shapiro said that using ChatGPT can be "great" in helping applicants "brainstorm verbs" and reframe language that can "bring a level of polish to their applications." At the same time, she said that submitting AI-generated materials along with job applications can backfire if applicants don't review them for accuracy. Shapiro said Jasper recruiters have interviewed candidates and discovered skills on their résumés that applicants said shouldn't be there or characterizations they weren't familiar with. Checking the AI-generated materials to ensure they accurately reflect an applicant's capabilities, she said, is critical if they're using ChatGPT - especially if the applicant gets hired."

"New York City Mayor Eric Adams has been using artificial intelligence to make robocalls that contort his own voice into several languages he doesn't actually speak, posing new ethical questions about the government's use of the rapidly evolving technology. The mayor told reporters about the robocalls on Monday and said they've gone out in languages such as Mandarin and Yiddish to promote city hiring events. They haven't included any disclosure that he only speaks English or that the calls were generated using AI."

"Instead of putting bank tellers out of a job, ATMs increased the demand for tellers by reducing the cost of operating a bank branch. The reduced cost of operating a branch meant that banks opened more branches and hired more tellers to operate them. Bank branches in urban areas increased by more than 40% (source) The counterintuitive nature of new technologies is such that they may eliminate certain jobs - or parts of those jobs - but they also create new jobs and empower workers in existing jobs to be more productive."

"TikTok moderators have struggled to assess content related to the Israel-Gaza conflict because the platform removed an internal tool for flagging videos in a foreign language, the Guardian has been told. The change has meant moderators in Europe cannot flag that they do not understand foreign-language videos, for example, in Arabic and Hebrew, which are understood to be appearing more frequently in video queues. The Guardian was told that moderators hired to work in English previously had access to a button to state that a video or post was not in their language. Internal documents seen by the Guardian show the button was called "not my language", or "foreign language"."

"In short, Klarna offers shoppers something similar to a store credit card - rather than paying $500 now, you might split it into 12 payments with a micro-loan from Klarna that gets issued within minutes. The e-commerce provider then pays Klarna a fee (usually around 6 percent, higher than what they'd pay for a Visa or Mastercard transaction, but still a good deal if it makes it easier for the customer to buy the product). As you might imagine, Klarna has lots of customers and those customers have a lot of questions. This means they hire lots of customer service representatives. And those customer service reps are the first major, public casualty in the conflict between AI and human jobs."

"A big leak of data from a Chinese cybersecurity firm has revealed state security agents paying tens of thousands of pounds to harvest data on targets, including foreign governments, while hackers hoover up huge amounts of information on any person or institution who might be of interest to their prospective clients. The cache of more than 500 leaked files from the Chinese firm I-Soon was posted on the developer website Github and is thought by cybersecurity experts to be genuine. Some of the targets discussed include Nato and the UK Foreign Office."

""After cutting me off, the AI would respond, 'Great! Sounds good! Perfect!' and move on to the next question," Ty said. "After the third or fourth question, the AI just stopped after a short pause and told me that the interview was completed and someone from the team would reach out later." (Ty asked that their last name not be used because their current employer doesn't know they're looking for a job.) A survey from Resume Builder released last summer found that by 2024, four in 10 companies would use AI to "talk with" candidates in interviews. Of those companies, 15% said hiring decisions would be made with no input from a human at all."

"Applying to some of the most common customer and food service jobs in the country now requires a long and bizarre personality quiz featuring blue humanoid aliens, which tells employers how potential hires rank in terms of "agreeableness" and "emotional stability." If you've applied to a job at FedEx, McDonald's, or Darden Restaurants (the company that operates multiple chains including Olive Garden) you might have already encountered this quiz, as all these companies and others are clients of Paradox.ai, the company which runs the test and helps them with other recruiting tasks."

"Can AI ever be unbiased? As AI systems become more integrated into our daily lives, it's crucial that we understand the complexities of bias and how it impacts these technologies. From chatbots to hiring algorithms, the potential for AI to perpetuate and even amplify existing biases is a genuine concern. "