Pymetrics attacks discrimination in hiring with AI and recruiting games

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Identify the traits of your top performing employees and hire people like them, but without the discriminatory bias of traditional recruiting. That’s the promise of Pymetrics, an artificial intelligence startup that this week announced $8 million in new funding onstage at TechCrunch Disrupt SF. Pymetrics’ goal is “making the world a fairer place” by dismantling hiring discrimination like sexism, racism, ageism and classism, said Pymetrics’ CEO Frida Polli (above).

Anyone can play the Pymetrics test games and get scored on different hirable traits, plus see suggestions for job types they’d be great at.

Here’s how it works. A company’s all-star employees play Pymetrics’ set of games that assess things like memory, emotion detection, risk-taking, fairness and focus. Pymetrics determines which traits equate to high performance for specific roles in the company.

Then recruiting candidates take the same test, which is scored by AI instead of humans so a person’s name, gender, skin, color, age or resume aren’t factored in. Finally, Pymetrics recommends companies hire people who are similar on the inside to their best workers, but not necessarily on the outside.

The result is a hiring process that doesn’t give preference to white guys from elite schools who were on the sailing team just like the recruiter. Instead, it finds the best people for the job, regardless of their backgrounds. That leads companies to find amazing talent that’s been overlooked because of what they look like, or because they went to community college or haven’t worked at popular companies.

“The resume is the most biased piece of information used in the hiring process,” says Polli. The average resume gets scanned for six seconds, and mostly just surfaces name-brand experience that looks good on paper rather than what makes someone good at a job. “Google did the famous study of resumes and performance test scores, and found an extremely small correlation,” Polli said.

Read the source article at TechCrunch.