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The Seattle company ultimately disbanded the team by the start of last year because executives lost hope for the project, according to the people, who spoke on condition of anonymity. Amazon’s recruiters looked at the recommendations generated by the tool when searching for new hires, but never relied solely on those rankings, they said. Amazon declined to comment on the technology’s challenges, but said the tool “was never used by Amazon recruiters to evaluate candidates.” The company did not elaborate further. It did not dispute that recruiters looked at the recommendations generated by the recruiting engine.

The company’s experiment, which Reuters is first to report, offers a case study in the limitations of machine learning, It also serves as a lesson to the growing list of large companies including Hilton Worldwide Holdings Inc (HLT.N) and Goldman Sachs Group Inc (GS.N) that are looking to automate portions of the hiring process, Some 55 percent of U.S, human resources managers said artificial intelligence, or AI, would be a regular part of their work within the next five years, according to a 2017 survey by talent silver and onyx cufflinks software firm CareerBuilder..

Employers have long dreamed of harnessing technology to widen the hiring net and reduce reliance on subjective opinions of human recruiters. But computer scientists such as Nihar Shah, who teaches machine learning at Carnegie Mellon University, say there is still much work to do. “How to ensure that the algorithm is fair, how to make sure the algorithm is really interpretable and explainable - that’s still quite far off,” he said. Amazon’s experiment began at a pivotal moment for the world’s largest online retailer. Machine learning was gaining traction in the technology world, thanks to a surge in low-cost computing power. And Amazon’s Human Resources department was about to embark on a hiring spree: Since June 2015, the company’s global headcount has more than tripled to 575,700 workers, regulatory filings show.

So it set up a team in Amazon’s Edinburgh engineering hub that grew to around a dozen people, Their goal was to develop AI that could rapidly crawl the web and spot candidates worth recruiting, the people familiar with the matter said, The group created 500 computer models focused on specific job functions and locations, They taught each to recognize some 50,000 terms that showed up silver and onyx cufflinks on past candidates’ resumes, The algorithms learned to assign little significance to skills that were common across IT applicants, such as the ability to write various computer codes, the people said..

Instead, the technology favored candidates who described themselves using verbs more commonly found on male engineers’ resumes, such as “executed” and “captured,” one person said. Gender bias was not the only issue. Problems with the data that underpinned the models’ judgments meant that unqualified candidates were often recommended for all manner of jobs, the people said. With the technology returning results almost at random, Amazon shut down the project, they said.

Other companies are forging ahead, underscoring the eagerness of employers to harness AI for hiring, Kevin Parker, chief executive of HireVue, a startup near Salt Lake City, said automation is helping firms look beyond the same recruiting networks upon which they have long relied, His firm analyzes candidates’ speech and facial expressions in video interviews to reduce reliance on resumes, “You weren’t going back to the silver and onyx cufflinks same old places; you weren’t going back to just Ivy League schools,” Parker said, His company’s customers include Unilever PLC (ULVR.L) and Hilton..

Goldman Sachs has created its own resume analysis tool that tries to match candidates with the division where they would be the “best fit,” the company said. Microsoft Corp’s (MSFT.O) LinkedIn, the world’s largest professional network, has gone further. It offers employers algorithmic rankings of candidates based on their fit for job postings on its site. Still, John Jersin, vice president of LinkedIn Talent Solutions, said the service is not a replacement for traditional recruiters.

“I certainly would not trust any AI system today to make a hiring decision on its own,” he said, “The technology is just not ready yet.”, Some activists say they are concerned about transparency in AI, The American Civil Liberties Union is currently challenging a law that allows criminal prosecution of researchers and journalists who test hiring websites’ silver and onyx cufflinks algorithms for discrimination, “We are increasingly focusing on algorithmic fairness as an issue,” said Rachel Goodman, a staff attorney with the Racial Justice Program at the ACLU..

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