In trying to use AI as a hiring tool through Notebooklm, the LLM would give me different areas to focus on as a recruiter, such as using AI to measure personality and skillsets through its training data to, identified as data-driven methods. Additionally, Notebooklm suggested that using itself as an AI hiring tool, the LLM was able to mitigate bias and ensure fairness and suggested it could blind hire based on removing personal identification information. Interestingly, the LLM admitted that collaborative work ensures greater success and established that there should be human oversight attached to its abilities in being an AI hiring tool. Regarding bias, due to its training data, if a company’s historically most successful employees are white men, the LLM will search for candidates who match that standard, creating high degrees of bias. The LLM admitted that if race and gender are removed from the database, it looks for zip codes, names, or hobbies to discriminate against specific groups, which furthers the issue of bias. Notebooklm provides basic advice regarding what employers should look for, such as identifying potential core values to evaluate, recommending interview questions, as well as evaulating candidate responses. In examining ChatGPT’s response to AI as a hiring tool provided less of a detail-oritented response, as opposed to Notebooklm. Both admitted that since they are created via mathmatical training data, they are going to have bias towards areas, such as using AI as a hiring tool. Overall, I would say Notebooklm provide more detailed responses in what specific areas the LLM could help as a hiring tool.
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The sources were’nt able to be imported in, so here’s a screenshot.
