Not exactly about authors and books, but perhaps a writing prompt.
From The Intercept:
Facial recognition has quickly shifted from techno-novelty to fact of life for many, with millions around the world at least willing to put up with their faces scanned by software at the airport, their iPhones, or Facebook’s server farms. But researchers at New York University’s AI Now Institute have issued a strong warning against not only ubiquitous facial recognition, but its more sinister cousin: so-called affect recognition, technology that claims it can find hidden meaning in the shape of your nose, the contours of your mouth, and the way you smile. If that sounds like something dredged up from the 19th century, that’s because it sort of is.
AI Now’s 2018 report is a 56-page record of how “artificial intelligence” — an umbrella term that includes a myriad of both scientific attempts to simulate human judgment and marketing nonsense — continues to spread without oversight, regulation, or meaningful ethical scrutiny. The report covers a wide expanse of uses and abuses, including instances of racial discrimination, police surveillance, and how trade secrecy laws can hide biased code from an AI-surveilled public. But AI Now, which was established last year to grapple with the social implications of artificial intelligence, expresses in the document particular dread over affect recognition, “a subclass of facial recognition that claims to detect things such as personality, inner feelings, mental health, and ‘worker engagement’ based on images or video of faces.” The thought of your boss watching you through a camera that uses machine learning to constantly assess your mental state is bad enough, while the prospect of police using “affect recognition” to deduce your future criminality based on “micro-expressions” is exponentially worse.
Link to the rest at The Intercept
From Business Insider:
Mark Newman founded HireVue in 2004 as a video interview platform. It saved recruiters time by allowing candidates to record answers to interview questions and upload them to a database where recruiters could easily compare how applicants presented themselves.
Four years ago, HireVue began the next phase of its life with the integration of AI.
HireVue uses a combination of proprietary voice recognition software and licensed facial recognition software in tandem with a ranking algorithm to determine which candidates most resemble the ideal candidate. The ideal candidate is a composite of traits triggered by body language, tone, and key words gathered from analyses of the existing best members of a particular role.
After the algorithm lets the recruiter know which candidates are at the top of the heap, the recruiter can then choose to spend more time going through the answers of these particular applicants and determine who should move onto the next round, usually for an in-person interview.
. . . .
As soon as I saw my face reflected back at me on the screen, I felt uncomfortable.
. . . .
I had 30 seconds to prep my answer, and then a couple minutes to give my response. Most importantly, I was given unlimited tries, as all HireVue users are.
With the unlimited answer feature, you can review your recorded response before moving onto the next question, giving you the chance to decide if you’d like to give it another shot.
I made liberal use of this feature, and the estimated 25-minute application soon stretched into 45 minutes. Larsen told me they experimented with unlimited and limited tries for questions, and said they found that the majority of users preferred unlimited.
. . . .
I came in second place, according to my “Insights Score,” which was 65%. This meant that according to the software, I had 65% of the qualities of the perfect customer service rep.
. . . .
The idea is that the AI helps highlight the top performers so that recruiters can dive in and spend time with the most promising candidates.
Larsen said that he understands that people first hearing about HireVue may find it to be scary or invasive, like something out of “Minority Report,” but he said that it’s a tool to make jobs — for humans — more efficient. “The idea is not to replace recruiters,” he said.
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The strength of HireVue, however, is also its potential weakness — the AI learns from the employee pool hiring managers choose to feed it. It can then be customized to remove certain biases, such as vocal tics, but that is also dependent on human judgment. Ultimately, the AI is automating how hiring managers already recruit, and if they want to correct for past mistakes, they need to be cognizant of them in the first place.
Larsen said that he and his team will be working on lessening the need for human intervention, refining their AI assessment toward an ideal that may or may not ever exist. In that case, after a candidate submits his or her application, “the algorithm is always right. It would be a ‘Yes’ or a ‘No.'”
Link to the rest at Business Insider