Nathan Mondragon - Hiring and Artificial Intelligence
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Transcript of Nathan Mondragon - Hiring and Artificial Intelligence
Hiring and Artificial Intelligence:A Discussion of Bias and Superhuman
Evaluators
Dr. Nathan J. MondragonChief IO Psychologist
HireVue
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
So what is an HR Professional to do?
• Standardized Tools are Biased
• People have Unconscious Biased
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%
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)