This article covers how AI may affect your internship and job search, and how you may be able to influence this by managing your electronic footprint and social media presence.
Secondly, the companies listed are potential employers for our students. Tip: Consider organizations that you read about, especially those that are doing work that interests you, as employment possibilities.
Wanted: The ‘perfect babysitter.’ Must pass AI scan for respect and attitude.
By Drew Harwell
When Jessie Battaglia started looking for a new babysitter for her 1-year-old son, she wanted more information than she could get from a criminal-background check, parent comments and a face-to-face interview.
So she turned to Predictim, an online service that uses “advanced artificial intelligence” to assess a babysitter’s personality, and aimed its scanners at one candidate’s thousands of Facebook, Twitter and Instagram posts.
The system offered an automated “risk rating” of the 24-year-old woman, saying she was at a “very low risk” of being a drug abuser. But it gave a slightly higher risk assessment — a 2 out of 5 — for bullying, harassment, being “disrespectful” and having a “bad attitude.”
The system didn’t explain why it had made that decision. But Battaglia, who had believed the sitter was trustworthy, suddenly felt pangs of doubt.
“Social media shows a person’s character,” said Battaglia, 29, who lives outside Los Angeles. “So why did she come in at a 2 and not a 1?”
Predictim is offering parents the same playbook that dozens of other tech firms are selling to employers around the world: artificial-intelligence systems that analyze a person’s speech, facial expressions and online history with promises of revealing the hidden aspects of their private lives.
The technology is reshaping how some companies approach recruiting, hiring and reviewing workers, offering employers an unrivaled look at job candidates through a new wave of invasive psychological assessment and surveillance.
The tech firm Fama says it uses AI to police workers' social media for “toxic behavior” and alert their bosses. And the recruitment-technology firm HireVue, which works with companies such as Geico, Hilton and Unilever, offers a system that automatically analyzes applicants' tone, word choice and facial movements during video interviews to predict their skill and demeanor on the job. (Candidates are encouraged to smile for best results.)