Page 133 - Was Menschen wirklich wollen Lese-PDF für Biblets

Vogelhuber, Scheelen - What people really want

• "We offer you: ... Join a team of trust and respect."

The Sense and Nonsense of Artificial Intelligence in
Recruitment

Unfortunately, there is a tendency to rely less and less on
personal assessment in the recruiting process. Companies are
increasingly using "AI", i.e. artificial intelligence, in the
recruitment process. With the "Precire" software, for example,
an applicant makes an initial phone call to a machine, a
computer, an artificial intelligence. After a speech analysis, an
audio analysis and with the help of statistical assessments,
the software makes statements about the applicant's
personality, resilience and suitability for the job. Personality
analysis by a machine - that takes some getting used to, to
say the least. The machine assesses what makes this person
tick, what type of person he or she is. The machine doesn't
care what the applicant says - its vocabulary and choice of
words, sentence structure, volume, voice pitch and speaking
rate are much more decisive.

We do not want to judge at this point whether the use of such
software may not also be useful. Uwe Kan- ning, however,
advises against it. In the article "Plaudernd zum Job" by Martin
U. Müller it states (Müller 2019, p. 66): "Uwe Kanning is a
professor of business psychology at the Osna- brück
University of Applied Sciences. For years, he has been
dealing with questionable meth- ods in personnel work, such as
graphology or skull interpretation. Kanning considers speech
analysis software such as Precire in personnel selection to be
humbug. 'There is no argument to use the

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