2024-06-27
24 分钟discussion keeps the world turning.
This is Roundtable.
Hello everybody, welcome to Roundtable.
Coming to you from Beijing, I'm Heya.
Good as always to have you join us.
On today's show, we discuss the role of AI-enabled hiring in the recruitment process around the world.
AI like humans is susceptible to biases.
Underscoring the importance of vigilant oversight together, let's navigate the intricacies of AI hiring bias and contemplate more equitable recruitment outcomes.
And should grass be walked on, we take a look at the shifting attitudes towards the enjoyment of Chinese parks and public green spaces for a cross-border perspective.
In many countries, walking on grass is seen as the natural part of outdoor leisure.
For today's program, I'm joined by lightning in the studio and Josh Cottarrell on the line first on today's show.
Ever since chat GPT was released into the wild in November 2022, there's been a lot of both exuberance and hand-ranging about how generative artificial intelligence tools, like chatbots, could change work as we know it, starting with how we get that job.
A survey from resume builder this year found that almost half of US job seekers were already using chat GPT to generate resumes and cover letters.
And those who did reported getting interviews at a higher rate, and the trend seems like a win for job candidates.
But it could further complicate a hiring process in which employers are solving hiring challenges exacerbated by AI, likely involving more AI.
Bots already play a big and sometimes discriminatory role.
A recent Bloomberg experiment in the US found bias against job applicants based on their names alone.
So, Lightning, could you tell us what happened?
Well, so we learned that artificial intelligence can help us do a lot, like picking up calls and chat with users of any platform.
And they can even write your essays, but apparently many employers are also using AI, like GPT, produced by OpenAI to help them sort out the resumes that they're getting,