Why Artificial Stupidity also needs to be modelled into Recruitment Solution
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Alan Turing was the British intellectual who brought WW II to an end by decoding German messages. He released a paper in 1950 “Computing Machinery and Intelligence”, a seminal research in the area of Artificial Intelligence. Turing starts the paper thus: “I propose to consider the question, ‘Can machines think?’”. He stated that by the year 2000 machines will become so intelligent that it would be able to trick humans in thinking that they were real (like another human)
And today. AI is reality, even widely used in HR Recruitment. It can automate a lot of repetitive tasks, winnow down the stacks of resumes that be overwhelming and remove negative biases; saving the time spent during the early stages of the recruitment.
To make the machine as efficient as a human being, you also have to also model in a human’s irrational thinking, counterproductive behaviour or even mistakes. So ‘artificial stupidity’ is here to stay.
It’s not just that ‘artificial stupidity’is for designing recreational games. Andrew Lo, Professor at MIT Sloan School of Management is trying to apply Artificial Intelligence (AI) and Artificial Stupidity in predicting financial markets.
Investing behaviour in the markets, if driven by AI backed algorithms, must follow rational logic as also incorporate the fallible elements of human life – biases, fear, mistakes, hope etc. Imagine with the Covid19 outbreak in March 2020, when the stock markets crashed; it was only hope that could explain the bounce-back. So investing must be driven not just by intelligence but also by limited brain capacity, cognitive biases, time limitation etc. This istermed as ‘bounded rationality’ in the realm of Behavioural Economics.
Similarly, autonomous driving (simulating errors or reactions of human, or other cars and taking evasive actions)
The scientists thus are trying to blend AI with Artificial Stupidity.
Same for Recruitment also – the ‘bread and butter’ activity of CAJobPortal.com.
Sometimes, a candidate may not have the perfect scorecard – Class X, XII and Graduation marks; number of attempts in CA etc. Prima facie, s/he doesn’t deserve to be a part of your organisation. But often we see that when we overlook this and take an intuitive call on the candidate, they work wonders.
Take the case of Facebook COO – Sheryl Sandberg, who worked for the US Secretary of Treasury before she attempted to move into the tech sector. CEO of a tech company gave her a mid-interview rejection:\”The CEO said, \’I would never hire anyone like you.\’ And she said, \’Well then why\’d you take the meeting?\’ And the person said, \’because a board member asked me to.\’\”. Eventually she got an offer at Google – and the rest they say is history. So, maybe going by the track record, a perfectly logical AI solution would have rejected her at Google also, maybe.
Amitabh Bachchan was rejected by All India Radio.The then radio announcer, Ameen Sayani, couldn\’t interview Amitabh Bachchan, mainly due to a lack of time. The \’Big B\’ finally gave up and made his way to Bollywood and the rest, as they all say, is history.
And thus the case for Artificial Stupidity also.
What do you think?
Will love to hear
Regards
Sonia