On one hand, we have citizens who have little knowledge of their skills and which job positions are possible with these skills, as well as the available educational opportunities to bridge the skill gap for certain positions. On the other hand, we have employers who struggle to find suitable employees due to the tightness of the job market. By leveraging data and AI, we can assist and bring both parties closer together. We can assess skills, map them to job roles within companies, and propose personalized training options to optimize career reorientation and internal mobility.
To accomplish this optimally, we require data. VDAB already possesses a significant amount of data. However, this data is incomplete and not representative of the entire job market. If companies were willing to engage in (anonymized) data sharing, we would obtain a more comprehensive understanding of the current labor market, enabling the development of AI tools that can assist companies in optimizing their HR policies.
The use of this type of data is, however, not without risks. The data may be biased or unrepresentative of reality. Consequently, AI models can learn erroneous patterns and make inaccurate predictions. Many AI applications within the HR domain are considered high-risk AI under the AI Act. Therefore, it is crucial to thoroughly identify and, where possible, mitigate the associated risks. To oversee this process, VDAB established an Ethics Council last year, an independent body that provides advice on the responsible and ethical use of data and AI. We would like to learn from other organizations about their approaches to this matter.
Host: Amedee Audooren
5 October 2023, 12:00 - 13:30
Seats available: 3