{"id":24033,"date":"2020-02-26T08:00:00","date_gmt":"2020-02-26T16:00:00","guid":{"rendered":"https:\/\/insidebigdata.com\/?p=24033"},"modified":"2020-02-27T09:04:11","modified_gmt":"2020-02-27T17:04:11","slug":"interview-mike-hudy-ph-d-chief-science-officer-at-modern-hire","status":"publish","type":"post","link":"https:\/\/insidebigdata.com\/2020\/02\/26\/interview-mike-hudy-ph-d-chief-science-officer-at-modern-hire\/","title":{"rendered":"Interview: Mike Hudy, Ph.D., Chief Science Officer at Modern Hire"},"content":{"rendered":"\n
\"\"<\/figure><\/div>\n\n\n\n

I recently caught up with Mike Hudy, Ph.D., Chief Science Officer at Modern Hire<\/a>, to discuss the use of AI in the hiring process. Mike Hudy is an industry expert in predictive modeling using human capital data with more than two decades of experience in experiment design and talent analytics. He is skilled in deciphering the complexities and ambiguities of talent acquisition to create the practical, effective and satisfying solutions that clients and candidates deserve. <\/em> <\/p>\n\n\n\n

insideBIGDATA:<\/strong> Do you believe that the obsession with AI by organizations may be their pitfall, especially with continued news about companies creating AI platforms that reinforce bias in the hiring process? <\/p>\n\n\n\n

Mike Hudy:<\/strong> While the obsession with AI may not be organizations\u2019 downfall, as many types of AI are very powerful and effective, the lack of knowledge around certain AI platforms within the hiring landscape may be. For example, while the term AI is marketed as a differentiator for HR and hiring tools, the term is broad and encompasses a range of analytical capabilities, such as machine learning and deep learning. Because there\u2019s a good deal of excitement around AI in hiring, it\u2019s led to the development of many new tools that claim they make the hiring process quicker and more effective. That said, these tools aren\u2019t always rigorously tested and applied in a human-first way \u2013 so HR teams are tasked with understanding which are effective, and which are not. These teams should ask vendors to show proof of their product\u2019s efficacy. If they find that vendors are unable to provide proof or show data that documents that their tools are predicting hiring outcomes and doing so in a fair way , they should avoid using that product. <\/p>\n\n\n\n

insideBIGDATA:<\/strong> Specifically, what do organizations need to keep in mind when adopting AI-powered technology, particularly in hiring?<\/p>\n\n\n\n

Mike Hudy:<\/strong> Organizations need to approach AI with a human-first mindset. When leveraging this powerful technology in the hiring space, it needs to be done with the individual in mind\u2014candidates, recruiters, and hiring managers. There are a few key things that we keep in mind at Modern Hire when using AI-powered technology that we recommend every organization does as well:<\/p>\n\n\n\n