The abbreviation KI stands for "Artificial Intelligence" and describes programs and machines that are learning and improving by recording, processing and, as with search engines, adapting the search results over time to the users and their requests.
KI is already used in application procedures. For example, there are software that develops questions for interviews to make them more comparable in the end. It is also possible that KI analyzes videos of applicants and creates personality profiles based on them. This technique is used in the United States and is controversial in this country. According to a representative survey conducted by YouGov on behalf of the job search engine Indeed, 43 percent KI reject or reject in application processes in principle or rather. A good third (32 percent) of over 2000 respondents do not believe either, that, for example, more transparency or good experience would make it more open to this new technology.

"Germany lags behind on this issue," says the recruiting expert and specialist book author Tim Verhoeven, who works for the job platform Indeed at the interface of technology and communication. A well-made and meaningful KI could have many advantages. For example, when a CI coordinates the dates for a staff member or examines formal requirements in the documents, it speeds up the process." Then recruits have more time to really deal with the candidates."

Discrimination should be eliminated by artificial intelligence, such an obvious thought. In practice, however, this has not yet worked as desired. There have been cases where women have been systematically disadvantaged by CIs,"Verhoeven says. This was due to the records that the artificial intelligence received,"explains the recruiting expert. Background: When many more men have been employed in a company in the past, the KI learns from the previous candidate data that masculinity should be a feature of success and competence. Then men are preferred to women.

In Germany, KI is scarcely present in the application process. In the 2020's, a survey by the Bitkom Industry Association of well 600 companies showed that six per cent of machine learning is used. Of these companies, in turn, only two percent indicated using machine learning for the pre-selection of candidates.

So far, applicants rarely meet KIs

The likelihood that a CI will "see" its application before the staff member is therefore relatively low. And personnel will not give up their decision-making power completely for the time being. For example, Verhoeven sees KI "at the moment more as a navigation device to support staff and not as autopilots.

If, for example, documents or CVs submitted are automatically read and analysed in a company, the format and formalities must be correct, otherwise they may fall through the grid of the CI." What you can do is send your documents as PDF and without spelling errors, then they are easier to read for a CI, but that is usually standard anyway,"Verhoeven says.

Video interviews, for which there are standards

A few months ago, the German Institute for Standardisation (DIN) set standards for handling CIs in the video-based personnel selection. It is intended to serve as a guide for companies using or developing KIC processes in applications. For example, DIN SPEC 91426 calls for the transparency of companies and the guarantee of non-discriminatory use. This guide will certainly not remain the only regulation for KICs in application processes." I believe that the use of CIs must become much more transparent, so that it has a chance to be accepted,"Verhoeven says.(徳囯ASK电容器)