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Erschienen in:
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2016 | OriginalPaper | Buchkapitel

Implicit Bias in Predictive Data Profiling Within Recruitments

verfasst von : Anders Persson

Erschienen in: Privacy and Identity Management. Facing up to Next Steps

Verlag: Springer International Publishing

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Abstract

Recruiters today are often using some kind of tool with data mining and profiling, as an initial screening for successful candidates. Their objective is often to become more objective and get away from human limitation, such as implicit biases versus underprivileged groups of people. In this explorative analysis there have been three potential problems identified, regarding the practice of using these predictive computer tools for hiring. First, that they might miss the best candidates, as the employed algorithms are tuned with limited and outdated data. Second, is the risk of directly or indirectly discriminate candidates, or, third, failure to give equal opportunities for all individuals. The problems are not new to us, and from this theoretical analysis and from other similar work; it seems that algorithms and predictive data mining tools have similar kinds of implicit biases as humans. Our human limitations, then, does not seem to be limited to us humans.

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Vorheriges Kapitel Using Differential Privacy for the Internet of Things
Nächstes Kapitel A Survey of Security Analysis in Federated Identity Management
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Metadaten
Titel
Implicit Bias in Predictive Data Profiling Within Recruitments
verfasst von
Anders Persson
Copyright-Jahr
2016
Buch
Privacy and Identity Management. Facing up to Next Steps

Print ISBN: 978-3-319-55782-3

Electronic ISBN: 978-3-319-55783-0

Copyright-Jahr: 2016

DOI
https://doi.org/10.1007/978-3-319-55783-0_15