Thebrain technology career software#

It recently issued draft enforcement guidelines on “technology-related employment discrimination,” including the use of technology for “recruitment, selection, or production and performance management tools.” Equal Employment Opportunity Commission seems to have awakened to these potential problems. The temptation is to turn human thinking and feeling into puzzle pieces that can be sorted into the right fit.

Thebrain technology career software#

A cognitive assessment for a software engineer may test for spatial and analytical skills but ignore the ability to collaborate with people from diverse backgrounds. Relying on AI-based cognitive and personality testing can lead to simplistic explanations of human behavior that ignore the broader social and cultural factors that shape the human experience and predict workplace success. We are vulnerable to the seductive allure of neuroscientific explanations for complex human phenomena and drawn to measurement even when we don’t know what we should be measuring. The growing use of brain-oriented wearables in the workplace will undoubtedly put pressure on managers to use the insights gleaned from them to inform hiring and promotion decisions. Opinion Opinion: Worried that ChatGPT is coming for your job? An old assessment tool may have the answerīloom’s Taxonomy, a framework that describes levels of thinking, is a better tool for determining AI capabilities than comparing them with humans’. With recent surveys showing that more than 40% of companies use assessments of cognitive ability in hiring, federal employment regulators have rightly begun to pay attention. And applicants may be required to reveal their thoughts and emotions through AI-based, gamified hiring tools without fully understanding the implications of the data being collected. The brain is becoming the ultimate workplace sorting hat - the technological version of the magical device that distributes young wizards among Hogwarts houses in the “Harry Potter” series.Ĭompanies touting technological tools to assess applicants’ brains promise to dramatically “increase your quality of hires” by measuring the “basic building blocks of the way we think and act.” They claim their tools can even decrease bias in hiring by “relying solely on cognitive ability.”īut research has shown that such assessments can lead to racial disparities that are “ three to five times greater than other predictors of job performance.” When social and emotional tests are part of the battery, they may also screen out people with autism and other neurodiverse candidates. More and more, employers want to evaluate their brains.īusinesses are screening prospective job candidates with tech-assisted cognitive and personality tests, deploying wearable technology to monitor brain activity on the job and using artificial intelligence to make decisions about hiring, promoting and firing people.

Modern workers increasingly find companies no longer content to consider their résumés, cover letters and job performance.