Values in Emotion Artificial Intelligence Hiring Services: Technosolutions to Organizational Problems
Values in Emotion Artificial Intelligence Hiring Services: Technosolutions to Organizational Problems
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情感人工智能招聘服务的价值观：组织问题的技术解决方案
DOI：
10.1145/3579543
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发表时间：
2023
影响因子：
--
通讯作者：
Andalibi, Nazanin
中科院分区：
文献类型：
--
作者：
Roemmich, Kat;Rosenberg, Tillie;Fan, Serena;Andalibi, Nazanin
尽管人们对情感人工智能(EAI)的有效性、合法性和社会后果存在争议，但EAI越来越多地出现在高风险的招聘环境中，有可能塑造未来的工作和劳动力。科技所承载的价值观在其社会影响力中扮演着重要的角色。我们对面向公众的EAI招聘服务网站(N=229)进行了定性的内容分析。我们确定了EAI招聘服务声称要解决的组织问题，并揭示了EAI招聘服务为解决组织问题而促进的期望EAI使用中出现的价值。我们的发现表明，EAI招聘服务将其技术作为三个所谓的组织招聘问题的技术解决方案进行营销：1)招聘(不准确)，2)招聘(不匹配)，以及3)招聘(不真实)。我们解开这些问题是为了揭示EAI的这些期望用途是如何被数据驱动的决策制定、持续改进、精确度、忠诚度和稳定性的公司理想所合法化的。我们识别了EAI招聘服务声称通过其来解决所谓的组织招聘问题的不公平和欺骗性的机制，表明它们通过EAI的创建、提取和通过伪科学方法对候选人的情感价值进行情感商品化来不公平地排斥和利用应聘者。最后，我们询问了EAI雇佣服务声称，揭示了支撑其声明的预期用途的核心价值观：技术无所不在、技术无所不能和技术无所不能。我们展示了EAI招聘服务如何将期望使用其技术定位为招聘具有至高无上能力的组织解决组织招聘问题的道德要求，然后讨论在美国政策版图中启用EAI的招聘对公平、道德和政策的影响。
Despite debates about emotion artificial intelligence's (EAI) validity, legality, and social consequences, EAI is increasingly present in the high stakes context of hiring, with potential to shape the future of work and the workforce. The values laden in technology play a significant role in its societal impact.We conducted qualitative content analysis on the public-facing websites (N=229) of EAI hiring services. We identify the organizational problems that EAI hiring services claim to solve and reveal the values emerging in desired EAI uses as promoted by EAI hiring services to solve organizational problems. Our findings show that EAI hiring services market their technologies as technosolutions to three purported organizational hiring problems: 1) hiring (in)accuracy, 2) hiring (mis)fit, and 3) hiring (in)authenticity. We unpack these problems to expose how these desired uses of EAI are legitimized by the corporate ideals of data-driven decision making, continuous improvement, precision, loyalty, and stability. We identify the unfair and deceptive mechanisms by which EAI hiring services claim to solve the purported organizational hiring problems, suggesting that they unfairly exclude and exploit job candidates through EAI's creation, extraction, and affective commodification of a candidate's affective value through pseudoscientific approaches. Lastly, we interrogate EAI hiring service claims to reveal the core values that underpin their stated desired use: techno-omnipresence, techno-omnipotence, and techno-omniscience. We show how EAI hiring services position desired use of their technology as a moral imperative for hiring organizations with supreme capabilities to solve organizational hiring problems, then discuss implications for fairness, ethics, and policy in EAI-enabled hiring within the US policy landscape.
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