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Hiring and Artificial Intelligence:A Discussion of Bias and Superhuman
Evaluators
Dr. Nathan J. MondragonChief IO Psychologist
HireVue
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CV Screen
Assessments
Exercises
Interviews
Hire
PAULETTE JONES6 Barclay Street Arlington,
MA 12333
To get a job in entry level managementObjective
555.555.5555 (home)
566.486.2222 (cell)
B.A., Business Management, January 2003
St. John's University, Smithtown, California GPA 3.75
Magna cum laude
Education
The Space Store, Manager
2015-Present
• Manage and schedule personnel training for over 50 employees.
• Co-created staff development plan offering training opportunities to encourage growth and
increase responsibility.
• Lead annual weekend orientation training retreat for 20-30 new employees
• Identified by customers as a clear and efficient communicator in multiple online reviews.
• Assist employees with on-the-floor issues, from customer service to technical issues with the
online sketching system.
Doug's Pizza, Manager
2012-2015
• Implement new online scheduling system for employees, leading to a 25% reduction in
employees missing or arriving late to shifts.
• Run monthly team development sessions that offer training to expand employee
responsibilities, helping increase employee retention by 15%
• Managed store operations and administration including scheduling, reports, inventory, and
customer service.
Work Experience
Summary of Qualifications
• Microsoft Word, Excel, Power Point, Access, Minitab, C, C++
• Member of the Youth Development Association
• Peer tutor in Macro Economics and Micro Economics
• Member of Association of Management Training
BRIAN SHARPE
456 Oakwood Terrace Philadelphia, PA 12121
555-555-1234
To get a job as a technical project managerOBJECTIVE
Bachelor of Arts, Penn State, May 2004
Double Majors: Computer Science and Philosophy
Overall GPA 3.81; Highest Honors each semester
EDUCATION
Real Estate Finance Intern, Raymond Charles Incorporated, Trenton, 2015
• Budgeted operating expenses and determined rent schedule through rent averaging process.
• Performed comparative analysis of operating expenses in Excel.
• Utilized centralized rent roll to verify monthly rental remittance from invoices for accuracy.
• Summarized lease documents for legal abstract and Lease Management System.
Computer Assistant, Center for Information Technology Services,, 2010-2015
• Answered students’ questions regarding issues with personal and school computers, as well as
school programs including Blackboard.
Data Entry, Wall Street Investment Assistance, New York, NY, 2011
• Requested and verified dividend reclassification information from fund company executives.
• Entered data received on WIA’s database
Data and Systems Department Assistant, New York Journal, New York, NY, 2009
• Assisted computer operators with payroll and sales administration data encoded tapes.
WORK EXPERIENCE
COMPUTER SKILLS
Proficient in HTML, PHP, SQL, Excel, Lexis/Nexis, Netscape, Mathematicas,
and Microsoft Office Suite.
MELISSA MARTIN
679 Swann Avenue,
Apt 5
Tampa, FL 33609
555-555-1234
To get a job in marketingOBJECTIVE
Bachelor of Arts, Florida State University, May 2004
Majors: Communications
Overall GPA 3.45
EDUCATION
Writer/Advertising Specialist, Florida State Sentinel, Tallahassee, 2003
• Authored Articles for student paper
• Generated new sponsorships for school paper
• Helped to create online presence
Server, Olive Garden, Tampa, 2001-2002
• Wait staff
• Substitute shift manager
Administrative Assistant/Data Entry, Rose Printing Company, Tallahassee, 2001
• Requested and verified dividend reclassification information from fund company executives.
• Entered data received on WIA’s database
WORK EXPERIENCE
COMPUTER SKILLS
Proficient in Microsoft Word, Microsoft Excel, Email, Microsoft Access, Internet
Explorer
There is bias in every step of
the hiring process…
So you say, not me…
What is Attractiveness
38
100
47
95
Bias Research Study
Higher Attractive folks hired
at 2x the rate
So what is an HR Professional to do?
• Standardized Tools are Biased
• People have Unconscious Biased
Use AI to provide
non-biased
results
ASSESSMENTS
EMOTION
FACIAL EXPRESSION
LANGUAGE PATTERNS
WORD CHOICE
DI G I TAL
I NPUTS
BUSI NESS
M ETRI CS
Assessment
Algorithm
97% 84%
65% 52%
22% 30%
Candidate Vid Candidate VidA B
Machine Scored Algorithm Results and Beauty
Beauty Score Job Performance
Candidate A Pic
Candidate B Pic
increase is average sales performance
for a sales person$50kretention for hourly
job groups ($2.8M in
savings)
Year longer
What This Could Mean for You…
of top scoring employees rated as more likely
to be promoted to GM70%increased upsell 30%
of employees would not use/hire again
from bottom third scoring77%
reduction in safety violations 50%
As likely to be termed for policy violations
or to commit violations2X
termed employee avoidance 58%
… And Bias Free
150+ AI Models built
have found a significant group difference<1%
Conclusion
• So you can have a vetted pool of applicants
• That maximize your chance of selecting high
performers
• Without any bias
• All you have to do is ‘select’ the candidates that fit your
specific team needs
• Or hiring goals (diversity improvement plans)
