TE||Get with the program
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导读
人工智能筛选简历
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听力|精读|翻译|词组
Get with the program
跟上程序的思考模式
英文部分选自经济学人Business版块
Get with the program
跟上程序的思考模式
How an algorithm may decide your career
算法如何决定你的职业
Getting a job means getting past the computer
要得到一份工作就要先通过电脑程序的关卡
WANT a job with a successful multinational? You will face lots of competition. Two years ago Goldman Sachs received a quarter of a million applications from students and graduates. Those are not just daunting odds for job hunters; they are a practical problem for companies. If a team of five Goldman human-resources staff, working 12 hours every day, including weekends, spent five minutes on each application, they would take nearly a year to complete the task of sifting through the pile.
想要成功得到一份跨国公司的工作吗？你将面临激烈竞争。两年前，高盛集团收到25万份学生和毕业生的简历。这对求职者而言，求职成功的可能性微乎其微；不仅如此，对公司而言，也存在实际操作难题。假如高盛的人力资源团队有五名成员，他们每天要工作12个小时，包括周末，平均每5分钟浏览一份，他们会需要将近1年时间才能仔细检查完这堆简历。
注释：
sift through sth: to examine sth very carefully in order to decide what is important or useful or to find sth important 细查；详审 栗子：Crash investigators have been sifting through the wreckage of the aircraft.调查坠机事件的专家一直在仔细检查飞机残骸。（摘自《牛津高阶英汉双解词典》）
Little wonder that most large firms use a computer program, or algorithm, when it comes to screening candidates seeking junior jobs. And that means applicants would benefit from knowing exactly what the algorithms are looking for.
难怪大多数大公司在筛选申请初级工作的求职者时，都会使用电脑程序或算法。这也意味着求职者只要完全了解这些算法搜索的重点就能从中受益。
注释：
Goldman Sachs高盛集团
高盛集团（Goldman Sachs），一家美国跨国投资银行，向全球提供广泛的投资、咨询和金融服务。高盛集团成立于1869年，是全世界历史最悠久及规模最大的投资银行之一，总部位于纽约。
https://en.m.wikipedia.org/wiki/Goldman_Sachs
Victoria McLean is a former banking headhunter and recruitment manager who set up a business called City CV, which helps job candidates with applications. She says the applicant-tracking systems (ATS) reject up to 75% of CVs, or résumés, before a human sees them. Such systems are hunting for keywords that meet the employer’s criteria. One tip is to study the language used in the job advertisement; if the initials PM are used for project management, then make sure PM appears in your CV.
维多利亚·麦克莱恩（Victoria McLean）曾是银行业猎头和招聘经理，她创办了一家名为City CV的公司，帮助求职者申请工作。她表示，申请人跟踪系统（ATS）在招聘人员面试申请者之前，会排除高达75％的求职信或简历。这类系统会搜寻符合雇主标准的关键词。一个技巧是研究招聘广告中使用的语言;如果首字母PM用于项目管理，那么确保PM出现在您的简历中。
This means that a generic CV may fall at the first hurdle. Ms McLean had a client who had been a senior member of the armed forces. His experience pointed to potential jobs in training and education, procurement or defence sales. The best strategy was to create three different CVs using different sets of keywords. And job hunters also need to make sure that their LinkedIn profile and their CV reinforce each other; the vast majority of recruiters will use the website to check the qualifications of candidates, she says.
这意味着通用的简历在第一关就会被淘汰。麦克莱恩女士有一位曾担任军队高级将领的客户。他的从业经历指向教育培训、采购或国防销售方面的潜在工作，最好的策略是使用不同的关键词组合创建三份不同的简历。求职者还要确保他们在领英（LinkedIn）上的个人资料和他们的简历相互补充；她指出，绝大多数招聘人员会使用领英来检查求职者的资格。
Passing the ATS stage may not be the job hunter’s only technological barrier. Many companies, including Vodafone and Intel, use a video-interview service called HireVue. Candidates are quizzed while an artificial-intelligence (AI) program analyses their facial expressions (maintaining eye contact with the camera is advisable) and language patterns (sounding confident is the trick). People who wave their arms about or slouch in their seat are likely to fail. Only if they pass that test will the applicants meet some humans.
求职者遇到的技术性障碍或许并不仅仅是要通过申请人跟踪系统，包括沃达丰和英特尔在内的许多公司会使用名为HireVue的视频面试服务。在求职者进行测试的同时，人工智能程序就会分析他们的面部表情（建议眼神与摄像头保持接触）和语言模式（诀窍是要听起来自信）。那些挥舞双臂或者无精打采靠在座椅上的应聘者很可能会被淘汰。只有通过这个测试，招聘人员只会面试那些通过测试的求职者。
You might expect AI programs to be able to avoid some of the biases of conventional recruitment methods—particularly the tendency for interviewers to favour candidates who resemble the interviewer. Yet discrimination can show up in unexpected ways. Anja Lambrecht and Catherine Tucker, two economists, placed adverts promoting jobs in science, technology, engineering and maths on Facebook. They found that the ads were less likely to be shown to women than to men.
你可能寄希望于这些人工智能程序能够避免一些传统招聘方式产生的偏见——尤其是面试官大多喜欢与自己相似的应聘者。然而，歧视还是会以意想不到的方式出现。经济学家安雅·兰布莱希特（Anja Lambrecht）和凯瑟琳·塔克（Catherine Tucker），在Facebook上发布科技、工程和数学方面的招聘广告时，发现比起男性，这类广告推送给女性的可能性比较小。
This was not due to a conscious bias on the part of the Facebook algorithm. Rather, young women are a more valuable demographic group on Facebook (because they control a high share of household spending) and thus ads targeting them are more expensive. The algorithms naturally targeted pages where the return on investment is highest: for men, not women.
这并不是因为Facebook算法有意识地带有偏见。相反，年轻女性在Facebook上是更有价值的群体(因为她们控制着很大一部分的家庭支出)，因此针对她们的广告成本更高。这些算法自然会针对投资回报率最高的页面：针对的是男性，而不是女性。
In their book* on artificial intelligence, Ajay Agrawal, Joshua Gans and Avi Goldfarb of Toronto’s Rotman School of Management say that companies cannot simply dismiss such results as an unfortunate side-effect of the “black box” nature of algorithms. If they discover that the output of an AI system is discriminatory, they need to work out why, and then adjust the algorithm until the effect disappears.
多伦多罗特曼（Rotman）管理学院的阿贾伊·阿格拉瓦尔（Ajay Agrawal）、约书亚·甘斯（Joshua Gans）和阿维·戈德法布（Avi Goldfarb）在他们有关人工智能的书*中指出，公司不能简单地把这样的结果视为算法 “黑匣子”天生不幸的副作用。如果他们发现人工智能系统的输出带有歧视性，他们需要找出原因，然后调整算法，直到让这种副作用消失。
注释：
black box:黑匣子， 指飞机专用的电子记录设备，又称为航空飞行记录器。喻指不明白其工作原理的机器。现实生活中能被称之为黑匣子的东西很多。比如电脑就是一个不折不扣的黑匣子，因为一般人都不明白电脑的内部工作原理是什么。其他各种软件也是如此，对于一般人来说，那些软件也是电脑的一个一个黑匣子。（摘自搜狗百科）
Worries about potential bias in AI systems have emerged in a wide range of areas, from criminal justice to insurance. In recruitment, too, companies will face a legal and reputational risk if their hiring methods turn out to be unfair. But they also need to consider whether the programs do more than just simplify the process. For instance, do successful candidates have long and productive careers? Staff churn, after all, is one of the biggest recruitment costs that firms face.
人们担忧人工智能系统可能存在偏见，从刑事司法到保险等广泛领域都出现这种担忧。在招聘过程中，如果招聘方式变得不公平，公司将面临法律和声誉风险。但他们也要考虑这些程序能做的是否不仅仅是简化流程。例如，成功的求职者确实有长期且富有成效的职业生涯吗？毕竟，员工流失是公司面临的最大招聘成本之一。
There may also be an arms race as candidates learn how to adjust their CVs to pass the initial AI test, and algorithms adapt to screen out more candidates. This creates scope for another potential bias: candidates from better-off households (and from particular groups) may be quicker to update their CVs. In turn, this may require companies to adjust their algorithms again to avoid discrimination. The price of artificial intelligence seems likely to be eternal vigilance.
申请人学习调整简历以通过最初的人工智能测试时，也可能会引起军备竞赛，而算法会适应会筛选出更多申请人。这又为另一种可能的偏见创造了机会：来自富裕家庭（以及特定群体）的申请人更新简历的速度可能更快。对此，可能会要求公司再次调整算法，以避免歧视。人工智能带来的代价，似乎需要我们永远保持警惕。
翻译组：
VeRy，男，电气设计，经济学人爱好者
Louise，女，会计民工，经济学人爱好者
Button，男，自由职业，经济学人爱好者
Vambie，女，互联网民工，经济学人爱好者
Xiaofeng，女，好奇心重的医疗民工，经济学人粉丝
校核组：
Li Xia, 女， HR, 经济学人发烧友
Pamela，女，新闻民工，经济学人爱好者
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观点|评论|思考
本次观点由Roxanne独家奉献
Roxanne，女，媒体民工，经济学人爱好者
在2017年8月18日——人力资源日，猎聘网举办了国内招聘史上首次人机大战活动：人类HR PK AI招聘。在简历筛选的比赛中，人类选手以平均分18.96的成绩胜出(满分25分)，领先猎聘机器人0.36分。
自从AI诞生以来，人类历经过数次人机大战，最著名的莫过于阿尔法狗两次战胜顶级围棋手。如今，人工智能已经入局人力资源行业，这意味着人类又将消失一份职业吗？
在对国内现有的人力资源领域AI系统进行了解之后，笔者发现目前的发展尚出于初级阶段，还只能作为HR的助手做一些简单、重复性的工作，比如筛选简历、初期面试等。目前，即使AI能够帮助解放劳动力，但最终还是离不开人的参与。
从另一个角度来看，随着人工智能入局人力资源行业，已经逐步将HR从繁重的招聘劳动中解放出来，同时提升了HR的工作效能。不可否认的是，它正在快速发展中。
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