Adam DeRose
“Those [early career tasks] are exactly your perfect targets for this kind of automation, which is why we have this phenomenon where we’re seeing that people who are more senior in organizations seem to be cannibalizing the work of the people underneath them,” she said. “But what is our plan for training graduates? What is our plan for creating those senior positions?”
From recruiting and retention to company culture and the latest in HR tech, HR Brew delivers up-to-date industry news and tips to help HR pros stay nimble in today’s fast-changing business environment.
Kozyrkov said that AI development is at the stage where the technology is really good at assisting “human-in-the-loop” work. Humans need to work alongside the technology and ensure its outputs are what was asked and that its outputs are correct.
“Enterprise automation is a completely different game,” she said. “This is where…automatically, no one checks it. At scale, off it goes. [Remember] that these systems do make mistakes—maybe not often, but they do.”
Kozyrkov warned HR professionals and executives procuring the technology to get into the practice of asking questions about what’s under the hood.
“We love to talk about technology as if it’s faceless,” she said. “‘The AI system decided. The AI system did it.’ But that might be one of the most dangerous moves for society. We need to see the person behind the curtain. Every AI system comes from those three big decisions.”
When choosing new AI tools, Kozyrkov suggested HR professionals ask three questions:
“Not all experts will agree, but in my opinion, the safety nets of your system are more important than the algorithm’s quality. So, focus a lot on safety nets, then at least you’ll throttle it before it does something bad if the quality is not so good.”
From recruiting and retention to company culture and the latest in HR tech, HR Brew delivers up-to-date industry news and tips to help HR pros stay nimble in today’s fast-changing business environment.