Engineering360: "Tech recruiting firm uses face-scanning algorithm to make hiring decisions"

For better or for worse, these companies that use this technology will get the candidates they deserve.

<...a candidate who is nervous, who doesn’t speak English as his or her native language, or who challenges existing standards of attractiveness might receive poor employability scores and, consequently, be overlooked by the hiring algorithm...>

It needs an <...algorithm...> to do that?

This approach to hiring decisions seems very likely to enable corporate HR and executive decision-makers to insulate themselves from accusations of using illegally biased, in-house "created", corporate owned AI intellectual property" in making such decisions. Using an externally developed, "off-the-shelf" AI-based HR App would certainly muddy the waters in any liability decisions for use of illegal biases in hiring practices. The entire, broad issue of liability, either on the AI App developer or the App using enterprise must be clearly defined and documented.