What Spotify and HR have in common
There is turmoil in the music industry. An unknown band achieves considerable streams and followers on Spotify in a very short space of time. The highlight: the entire band, their music, images and artwork are generated by AI. Their name: The Velvet Sundown.
This is causing discussion and is drawing the displeasure of many real artists. This is also because Spotify has taken strict action against AI-generated music in the past. Now, however, the platform even seems to be pushing the band, for example by placing it in its own playlists.
This is not about Spotify's business practices, the influence of the platform on the devaluation of music or the ethical use of artificial intelligence in the creation of artistic works. The real key question is: How can AI be used sensibly and sustainably - and where do we need to draw the line?
AI in HR: from mishaps to discrimination
What causes head-scratching in the music industry is no less controversial in the HR sector. Here, too, companies are experimenting with AI - sometimes with unexpected consequences.
A young woman applies to a fitness company that uses AI for the application process. During the interview, a technical error occurs and the AI stalls, repeating the words "vertical bar Pilates" over and over again. An unpleasant experience for the applicant, who subsequently refrains from applying for a job at the company.
More serious, however, could be that she shares a clip from the darned job interview that goes viral on social media. This is extremely bad PR for the company, which naturally has to ask itself what value it places on its own employees.
AI applications: Flood of fakes & loss of time
On the other hand, companies are struggling with applications that are created en masse with the help of AI tools. One problem with this is that such applications increasingly contain false information that needs to be checked. This takes a lot of time. The sheer number of applications is also increasing in many cases, facilitated by AI tools that enable applications to be sent en masse. This also increases the number of unqualified applicants, which in turn leads to more time being spent.
Discrimination through algorithms
AI is also repeatedly criticized for discriminatory behaviour in application processes. A class action lawsuit is currently being brought against the software company Workday. The allegation is that the company's AI-supported software systematically discriminated against applicants over the age of 40. A verdict is still pending - but the admitted lawsuit shows The issue is highly controversial.
The use of artificial intelligence will continue to increase. This is precisely why we need to take a critical look at its use now. After all, how AI is used and evaluated is (still) in our hands. Particularly in sensitive areas such as HR, personnel marketing and recruiting, AI must never make decisions based on blind trust. This is why transparency, human control of critical steps and clear guidelines for non-discriminatory processes are needed.
AI is not a panacea. It is a tool - and how we use it determines the opportunities or risks.
Sources:
Image by The Velvet Sundown
