AI automated truth seeking in employment and immigration

As TSA facial recognition continues to be rolled out across US Airports, our boarding pass is increasingly becoming our face. But how will artificial intelligence (AI) uncover insights from our biometric travel data as these databases capture the faces of global travelers?

According to a recent study, AI lie detectors are much better than humans at spotting lies. The impressive results were enough to attract the attention of the European Union, which is reportedly considering implementing an AI lie detector called iBorderCtrl to improve border control.

The behavioral analysis tool analyzes facial movements and body gestures, scans for suspicious behavior, and reports its findings to nearby immigration officers. Although yet to be rolled out, AI is expected to play a critical role in the EU's border control at airports and ferry terminals.

Many have dismissed these plans as a pseudoscience that could wrongly target anxious travelers. Although these discussions highlight the future of AI and invisible algorithms that allow or deny you access to another country, there are many areas where AI is already in use and already impacting your search for a better job.

Surviving the AI-driven job market

Applying for a job in an increasingly AI-driven world can feel incredibly daunting. You will need more than an engaging cover letter, an impressive résumé, and a sparkling personality to make it past the telephone interview so you get your well-earned shot at your dream role. But things have gotten a lot harder thanks to a fast, silent, and largely invisible process that could be rejecting your applicants without them being seen by a human.

One of the great certainties in life is that most people will have stretched the truth about their abilities or experience to get noticed in a competitive job market. We all play the corporate buzzword bingo game and proudly call ourselves collaborative team players, but the result is just a pile of BS.

Algorithmic applicant tracking systems

Rather than wade through hundreds of almost identical applicants, algorithms in applicant tracking systems (ATS) now promise to make the selection process easier by automatically removing what it deems unfit applicants. This means that it might be something other than your skills and experience holding you back from the poor formatting of your application or the overuse of buzzwords. So, how can job seekers prevent AI from dictating their future career paths?

With the rise of workplace surveillance and calls to put the human back in HR going unheard, many tech-savvy candidates are turning to AI to restore the odds in their favor. Some applicants aim to game the system by turning to AI to write the perfect cover letter or even auto-apply for jobs using services like Massive.

Employer's Response to AI-Generated Applications

The problem for employers is that AI applications bring us full circle, and they cannot trust the empty words written in AI-generated résumés and cover letters. As a result, many recruiters are fast-tracking face-to-face conversations to cut through the traditional white lies that have always been a part of the recruitment process.

Even the job interview process can feel like a conversation between two liars in a scripted battle, with each side fully prepared for what the other asks. However, in the US, many recruiters use tools like Affectiva, which leverage AI to analyze the interviewee's facial expressions, eye contact, and voice intonation. Despite this tech becoming the focus of a class action lawsuit, there are fears the same tech will eventually find a home in the EU.

Final Round AI offers candidates a much-needed helping hand with its interview co-pilot. Before a video interview, the candidate uploads their CV and application letter. The AI assistant will listen to recruiters' questions on the big day and provide personalized answers that the interviewee can tweak and answer in real-time.

Once again, technology brings us back to where we started with two AIs providing scripted answers to each other, all in the name of human resources (insert irony here). But where is all this taking us?

When AI becomes judge and jury

AI is improving at identifying lies by monitoring humans' physical reactions and behaviors. However, research shows that algorithms also significantly increase accusation rates by those using the technology, even though its accuracy is far from perfect. Are we in danger of power-mad individuals thinking 80% is good enough to label someone as a liar?

There are already several examples of predictive policing and pre-crime algorithms that are reminiscent of Philip K Dick's Minority Report. The problem with AI lie detectors is the accuracy of the models and whether society would be willing to accept an 80%, 90%, or even 99% accuracy level when determining if someone is telling the truth or lying.

The good news is that AI will not steal your job, but the bad news is that it might prevent you from getting one. One day, it might even be responsible for getting pulled over to one side at the airport after your shifty behavior of sneaking a few sprays of a fragrance in duty-free alarms an AI.

Many will repeat the mantra: if you have nothing to worry about, you have nothing to hide. But this age-old defense needs a small disclaimer stating that's until you miss out on the job of your dreams or become a person of interest and AI calls you a liar.