> If a company is going to snoop in your personal data to get insights about you, they'd just do it directly. Hiring managers would scroll through your e-mails and make judgment calls based on their content.
Maybe, but LLMs have incredibly intricate connections between all the different parameters in the model. For instance, perhaps someone who does mundane things X, Y, Z, also turns out to be racist. An LLM can build a connection between X, Y, Z whereas a recruiter could not. An LLM could also be used to standardize responses among candidates. E.g. a recruiter could tune an LLM on a candidate and then ask "What do you think about other races? Please pick one of the four following options: ...". A recruiter wouldn't even be necessary. This could all be part of an automated prescreening process.
I think any HR manager or legal professional that would let a company anywhere near this shouldn't be employed as such. This sounds like a defamation lawsuit waiting to happen.
Maybe, but LLMs have incredibly intricate connections between all the different parameters in the model. For instance, perhaps someone who does mundane things X, Y, Z, also turns out to be racist. An LLM can build a connection between X, Y, Z whereas a recruiter could not. An LLM could also be used to standardize responses among candidates. E.g. a recruiter could tune an LLM on a candidate and then ask "What do you think about other races? Please pick one of the four following options: ...". A recruiter wouldn't even be necessary. This could all be part of an automated prescreening process.