The bending of the labor market with artificial intelligence becomes phenomenon

A student at the University of Columbia sheds light on an anxious aspect of the recruitment scene in the technological sector, after creating an instrument that enables the system of technical tests adopted from large companies. Roy Lee, 21, expressed his dissatisfaction with the dependence on these companies on tests that must memorize software codes and technician -legume resolution resolution as unrealistic. Instead of undergoing these standards, I have developed an instrument that enables applicants to use the Chatgpt application during the interviews that take place through the zoom application, without employees noticing. The tool displays a transparent window of the latest version of “GBT Chat”, which allows the user to copy and paste the codes as he shares the screen and hides to artificial intelligence from the eyes of the interview. He tells me that the university is currently threatening it with eviction because of this innovation, but in return he received several job offers from managers in technology companies who admired what they considered to be proof of “sharp intelligence and supernatural boldness”. Strict policy on artificial intelligence does not like fraud, as Amazon.com has announced that it will investigate any applicant who uses artificial intelligence during work interviews. The Angropic, the leading business in the field of artificial intelligence, followed not only to exclude unqualified deception, but also to reduce the heavy flow of new applicants using tools such as “Chat BT” and similar platforms in preparing CVs and filling out job requests. But the irony is that these companies themselves have contributed to the exacerbation of the problem. Data from the “CV Builder” platform show that more than 80% of companies use artificial intelligence in an aspect of the recruitment process, while one in four companies depends on artificial intelligence instruments at all stages of employment. This reality raises questions about the consistency of the current recruitment policies, as it appears that applicants use artificial intelligence instruments contrary to the fact that they will later be asked to use the same tools to perform their functions. The excessive dependence on automatic employment systems pose other risks, including prejudice against women or disabilities, which in some countries began to provoke legal claims. In addition, the focus on revealing ‘fraud’ on smart systems, as in the case of student Roy Lee, can neglect real skills and then miss the chances of shiny employment. Companies bet on the human element that are not surprising that companies that work in the field of artificial intelligence are well aware of this. For example, literal laboratories, based in Newcastle City, say it intends to rely on the human element to investigate employment applications instead of software. “I fully believe in the need to review each resume by hand … We pay a lot of how our team is built, and any attempt to assign this task to a system that works as a ‘random’ mobilization that can lead to long -term unsatisfactory results,” says Lyon Fiden, the company’s main technology officer. Criticize, to indicate that these systems often depend on the reformulation of what you find on the Internet, without understanding or judging the context. A student in math at the University of Durham, UK, is a clear condition for this print. Despite its academic superiority and efficiency, it has found many problems to pass interviews through artificial intelligence systems through the “zoom” application. The most important financing companies use platforms such as “Hirevue” to conduct provisional interviews, where questions appear on the screen, the applicant is given a few seconds to prepare, and then he is asked to look and answer directly at the camera within three minutes. O’Brien describes the experience as ‘strange and confusing’ and says, ‘No one is on screen, but you should talk as if you are talking to a real person.’ After having five similar interviews, O’Brien tried to change his strategy more than once – by answering quickly, slowly or with more confidence – but she noticed no improvement. Even when she used the “Chat GBT” application to prepare her answers in advance, it didn’t help her improve her performance. Artificial intelligence and the destruction of individual excellence despite the great question of students and graduates about the instruments of artificial intelligence to facilitate the process of applying, but some of them began to reconsider their effectiveness. Radi Patel, in his last year at London College of Economics, says he has started using ‘Chat BT’ since the launch two years ago to support him to apply for training programs, but it gradually reduces the dependence on him. “I think the employers can distinguish the stereotype in the texts because of the chat robots … and the distinction of others has become more important than ever.” This view differs from what some employers promote, which sees artificial intelligence instrument for justice in the labor market. One of the prominent partners of a law firm indicated that these instruments contribute to the achievement of equal opportunities, by enabling applicants from limited resources backgrounds to improve their CVs and formulate professional messages, which describe artificial intelligence as a ‘way to achieve equality’. But on the ground, the deep differences remain. Postgraduate networks and cultural capital derive from the rise of professional environments that represent crucial weight factors in the chances of success. Even if smart instruments help improve the presentation, they do not address structural imbalances that affect real jobs. Before this complex scene, many graduates, including those with prominent certificates of MBA programs, find it difficult to determine the optimal option. At a time when the office of the office sees a remarkable stagnation, artificial intelligence instruments can give them a greater opportunity to get a job interview. However, this is the way to real excellence. In short, there is no single recipe for success in this changing breed. Human evaluation is the key despite the rapid technical developments, there is a fact that it is difficult to ignore: The labor market is witness to a new form of unequal competition, as technical skills or academic qualifications are no longer the decisive element, but rather the ability to adapt to artificial intelligence systems – or bypass them. It is not a sign of progress, but rather an indication of a defect that hides its mistakes under the cover of “false efficiency”. It is noteworthy that the loss is not limited to the applicants, but also extends to the companies themselves, which may miss the opportunity to achieve real skills that do not match the logic of algorithms. The solution does not lie in expanding the extent of the use of artificial intelligence instruments, but rather to consider the human evaluation. Companies that keep the human element in the heart of employment activities give themselves a real opportunity for excellence as they can monitor skills that the mechanisms cannot accurately recognize or measure. It is worthy of an investment.