Post by Dr. Tobias Bartholomé

Back when I was responsible for #recruiting and #TalentAcquisition at Lufthansa Group this was our main field of tension: Be leading edge regarding innovative recruiting methods and tools While at the same time keeping our high scientific standards. It was often times an intense and heated discussion between Juergen Wiedmann, our chief selection diagnostics expert, and me everytime I returned from a conference with a bunch of new ideas and providers. Back then almost none of providers passed the Wiedmann quality gate. Back then #AI in #TA was mainly #A, but not so very #I. 😉 Thanks, Jürgen, for keeping our high standards back then. Still it was clear that it was just a question of time for this to change. With the ongoing #AIRevolution there is still a substantial risk for #AIBias. Yet this risk now is far lower than the risk for #HumanBias. The research curated by David (thank you again) clearly points out that AI can play a major role in improving #fairness in recruiting and talent acquisition. Maybe it would even pass the Wiedmann test. So let’s give it a try! What’s your take on this? Jonathan von Gutzeit Alexander Weihs Hanna Baca Tomasz Burzynski Rebecca Zöller Magdalena Aigner Alicja Polednia Tina Gürtler Victoria Cyrus Christoph Wagner Christian Heicke