If you are considering using intelligent tools (machine learning/AI) in your HR or operations processes, here are some questions to consider asking potential vendors.

Tell me about the data used to train the algorithms and models.

Bias, both legal and illegal, creeps into intelligent systems through the training data set. There is no such thing as a bias-free data set because data only occurs within a context. What are the sources, completeness, accuracy and context of the data set? What are the underlying demographics of the group that generated the data (age, gender, geography, ethnicity and whatever else can be specified)?

How long will it take for the system to be trained?

Every intelligent tool has to learn the specifics of your company and the particular workflow. Some vendors make the learning curve a part of the implementation process. Others learn from transactions as they occur. There are systems that take 18 months to train.

Can we make changes to our historical data?

You may want to modify the machine's result because they reflect the biases of your history. Having the conversation is what's important; it will give you a window into your real risks. It is likely that the answer to this question is, "You can't."

What happens when you turn it off? How much notice will we receive if you turn it off?

Imagine that you are using a tool that does the job of several employees (sourcers who review resumes, for example). If the tool fails in a way that requires a shutdown, what sort of advance warning do you get? Since most providers are in experimental stages, the answer to this question also matters if the project ends. In a very real way, these are digital employees, and it is best to have a replacement plan.

Instant Insights /

Sumser: 12 questions to ask to make a smart AI purchase

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