THEORETICAL ASPECTS IN THE FORMATION OF
PEDAGOGICAL SCIENCES
International scientific-online conference
79
IMPLEMENTING AI FOR HIRING PEOPLE TO PUBLIC OFFICCES
Sarvarbek Sadullaev
Director of the AI Department at the Ministry of Digital Technologies
https://doi.org/10.5281/zenodo.14849208
One of the areas of implementation of digital technologies in the field of
labor law is the use of artificial intelligence systems in interviews with potential
employees. Previously, a live recruiter would listen to the candidate and analyze
his or her professional and social skills. Now, a job seeker can record a video on
a smartphone or laptop camera, in which he answers questions and tries to
convince a potential employer of his abilities; at this time, artificial intelligence
analyzes the applicant's facial expression, voice changes, grammatical
constructions, information in the answers; as a result, the employer receives
information not only about the professional skills and competencies of the job
seeker, but also about how sociable, empathetic and suitable he is for the
corresponding position.
Such services are offered, for example, by the American startup Yobs [2]
and the company Hire Vue [1] Among Russian developments; one can highlight
such a service as the robot recruiter “Вера” [3]. The use of such programs has
both pros and cons. On the one hand, they automate repetitive actions, reduce
time costs and erase spatial boundaries between the applicant and the
employer, creating conditions for the development of remote employment
relationships with this employer. On the other hand, questions arise about the
adequacy of the artificial intelligence’s assessment of the applicant’s skills, about
what data and facts its conclusion is based on and, finally, whether it can comply
with the guarantees and prohibitions established by labor legislation in the
process of selecting a candidate.
Foreign employers have already encountered the problem of discrimination
when using artificial intelligence in hiring. For example, in 2018, Amazon
abandoned a recruiting algorithm that it had been developing for several years
because, based on the results of monitoring data on the use of artificial
intelligence, it was forced to acknowledge the fact of discrimination against
female applicants.
The integration of AI into hiring processes also poses challenges that must
be addressed. One significant concern is the potential for over-reliance on
technology. While AI can enhance decision-making, it should not completely
replace human judgment. Final hiring decisions should always involve human
THEORETICAL ASPECTS IN THE FORMATION OF
PEDAGOGICAL SCIENCES
International scientific-online conference
80
oversight, ensuring that qualitative aspects of candidates—such as interpersonal
skills and cultural fit—are adequately assessed.
Ethical considerations also play a critical role in implementing AI for hiring.
Public offices must navigate the complexities of data privacy and security,
especially when handling sensitive candidate information. Ensuring compliance
with relevant laws and regulations is crucial to protect both candidates and the
organization.
In order to avoid devaluation of human interests, adequate legal regulation
of the introduction of digital technologies into the social sphere is necessary. It
seems that the criteria for such regulation should be, on the one hand, the
efficiency and effectiveness of such introduction; on the other hand, the safety of
society and the individual, i.e., the reduction of psychosocial and physical risks.
At the same time, the European Union and the United States are taking the
first steps towards legal regulation of the development of artificial intelligence
programs. In the European Union, such regulations are still advisory in nature
and are being applied in a test mode, while in the United States they are only in
effect in a number of states.
For several years now, the European Union has been actively developing
common rules and criteria for the implementation of digital technologies. In
June 2018, the European Commission established an independent high-level
expert group on artificial intelligence [4]. In April 2019, the group released the
document “Ethical Principles for Trustworthy Artificial Intelligence” and in July
2020, it produced a list of metrics for assessing the trustworthiness of artificial
intelligence [5].
Fulfilling the transparency requirement involves three elements: proper
documentation of all AI development processes; explain ability; and
communication of the limitations of the AI system. Explain ability of AI requires
that the developer disclose the technical processes underlying the AI system and
the basis for the AI's decisions or predictions. The user must be informed of: 1)
the capabilities and limitations of the system; 2) information that he or she is
interacting with an AI program; 3) potential risks of the system; 4) rules for
using the AI program.
The implementation of AI in hiring for public offices presents an
opportunity to revolutionize recruitment processes, making them more efficient,
transparent, and fair. However, to harness the full potential of AI, public offices
must navigate the complexities of ethical considerations, bias mitigation, and
stakeholder engagement. By following best practices and maintaining a
THEORETICAL ASPECTS IN THE FORMATION OF
PEDAGOGICAL SCIENCES
International scientific-online conference
81
commitment to fairness and accountability, public offices can create a hiring
process that not only serves their needs but also reflects the values of the
communities they represent.
References:
1. Video-based talent development powered by AI and experts. URL:
https://www.yobstech.com/
2.
Центр
поддержки
кандидатов.
URL:
https://hirevuesupport.zendesk.com/hc/ru/articles/360028139692
3.
Робот
Вера
найдет
для
Вас
сотрудников.
URL:
https://robotvera.com/static/newrobot/index.html
4.
Ethics
Guidelines
for
Trustworthy
AI.
URL:
https://digital-
strategy.ec.europa.eu/en/library/ethics-guidelinestrustworthy-ai
5. The Assessment List for Trustworthy Artificial Intelligence (ALTAI). URL:
https://digital-strategy.ec.europa.eu/en/library/assessment-list-trustworthy-
artificial-intelligence-altai-self-assessment
