With the biggest and most watched reality show on earth (the presidential election) less than two months away, we need to prepare ourselves for an increase in hearsay taken as truth, but more importantly, we need to be able to not only discern fact from fiction, but to identify blatant lies.
As humans, we can only process so much information at a certain time – we have limitations. There simply aren’t enough qualified people, or time in the day, to verify every candidate’s claims.
So where do we head to when we want zettabytes of data to be processed in minutes? Computers? Well kind of, but computers alone can’t tell lies from the truth, so more precisely we head towards Artificial Intelligence (AI).
Before you balk at this suggestion, consider this: a team of researchers at the University of Massachusetts have created an AI system that uses a range of methods to generate political speeches.
If AI can write speeches, surely it can fact check with greater speed and accuracy? Not quite yet.
The closest we’ve come so far is ClaimBuster, a machine-learning tool that searches sentences for key words and structures that are commonly found in factual statements. It isn’t a fully automated fact checking system because it doesn’t rate the truth of a sentence. What it does is determine whether a sentence is check-worthy on a scale of 0 to 1.0, with 1 being a sentence most needing to be factually checked. Perhaps watching the next debate, you could use Claimbuster to play a game to see which candidate ends up with the highest score (most needing to be fact checked).
Separating fact from fiction in HR
While we might not be at the point of on-demand political fact-checking just yet, the idea of verifying claims in a faster, more precise and more expansive manner is being applied in a realm not too dissimilar to politics – recruitment.
When you think about it, there is one major similarity between politicians and job candidates – both try to put their best foot forward to sway you and this may involve fabricating a few details.
You might see through their lies or buy in to what they tell you and if this happens, you might give them your vote, or in this case, offer them a position.
It’s ultimately a gut decision.
Back up your instinct with facts
Making better informed recruitment decisions starts with using hard data to back up, or write off, your instinct and this is where AI comes in.
At Candidate.Guru we use proven data science technologies to gauge the culture match between job candidates and hiring managers. Underpinning everything is a proprietary database of around 2,000 attributes on every conceivable boss or candidate, all gathered from a wide range of publicly available sources. This also means we don’t need surveys or assessments.
Using machine learning, Candidate.Guru matches those attributes to a boss and candidate combination to predict whether or not they will work well together. This outcome enables you to move the recruitment process forward with greater confidence.
To find out more about how HR is using AI for competitive advantage, download our eBook, Intelligent Recruiting: How AI is putting the power in HR’s hands.