NEW DELHI: The future of hiring is already upon us. The software picked up emotional states such as “nervousness” and “happiness” based on eye movements, expressions and tone of voice and marked the candidates, Singh said. For white males, the error was 0.8%.Facial recognition has nothing to do with video analytics, Wheebox’s Singh said. The two are, however, closely linked, said Animashree Anandkumar, professor of computing and mathematical science at California Institute of Technology.She said such software was “deeply problematic”, as it could correlate wrong factors (like gender or skin colour) and show that as the cause for success.It is possible dark-skinned people would be disadvantaged, said Menon of Talview. The company uses facial expression as just one input among many and gives it a low weightage, he said.The software they use is only 39% accurate, and will improve with more data, said Ridhima Gauba, co-founder of Interview Air, a Navi Mumbai-based company that provides a similar service to companies and colleges.Companies also say video assessments are a risky business.Bajaj Allianz does not use video assessments for recruitments beyond middle management.It is “important to see a person physically” when hiring for senior positions, said Asha Sharma, manager (corporate HR) of Everest Industries.The company, however, uses pre-recorded video interviews — where the computer asks questions — to hire juniors from campuses, she said.

Source: Economic Times June 04, 2019 01:41 UTC