Hi Guest, I just wanted to give you a heads up that we are hiring future trainees. This is for a range of roles, including remote and full time.

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Message: <blockquote data-quote="confusedlawstudent" data-source="post: 144336" data-attributes="member: 17277">It has been a while since I posted on this thread! Wanted to do a quick post today though as I read an <a href="https://www.ft.com/content/98e5f47a-7d0d-4e63-9a63-ff36d62782b8" target="_blank">article in the FT</a> which I just found really interesting and wanted to explore a bit more. The article was about AI in recruitment - how people are using ChatGPT to write their CVs, grad rec is using AI to watch video interviews, and there are new AI interview coaches. In terms of using AI in applications - does this mean that employers are going to need to start scanning applications to make sure they are not AI generated? This would likely be an added expense for employers to get the right technology to do this - is it really worth it? I think it might not seem like it is worth it now, but I think there will come a time where AI is even more accessible, and then everyone will have perfectly written CVs and cover letters. When it comes to this, I genuinely think the applications that will stand out the most will be those that were not AI generated. But then again, AI keeps advancing so maybe the AIs will be able to produce extremely unique and tailored applications.In terms of using AI in the recruitment process, there is of course the high potential for discrimination where there is algorithmic decision making. If not carefully trained, the AI could easily discriminate. For example, if an AI is told to look for people that match the current employees at the company, and if it is fed data on the age, race and gender of the current employees, and most of the employees are white men, then it might choose applicants who match those characteristics over others. This potential for discrimination could lead a business to be breaking the law in their recruitment process. At the same time though, using AI in the recruitment process could save a lot of money for businesses as employees will not have to spend so much time reading initial applications. So I suppose businesses need to decide on a balance between the risk of discrimination and the potential to save time and money in the recruitment process. In general, I think the same issues that apply to AI overall will apply here - how can AI be used in recruitment in an ethical way that is not overstepping the boundaries (whatever those boundaries are)? All of this highlights even more the need for AI legislation as soon as possible. It will be very interesting to see how this develops!(sorry this was a bit of a ramble - I was just typing my thoughts as they came out)</blockquote>

Verification: Our company is called, "The Corporate ___ Academy". What is the missing word here?

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