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Abstract

The original article includes few corrections. They are as follows: The affiliation of the authors was published as: Department of Industrial Engineering and Innovation Sciences (IE&IS), Philosophy&Ethics Capacity Group, TU/e, Eindhoven, NL, Netherlands. It must be published as: Matthew J, Dennis 1. Department of Industrial Engineering&Innovation Sciences (IE&IS), Philosophy&Ethics Capacity Group, TU/e, Eindhoven, The Netherlands. Evgeni Aizenberg 2, 3 Department of Intelligent Systems, Delft University of Technology, Delft, The Netherlands AiTech Interdisciplinary Research Program on Meaningful Human Control over AI, Delft University of Technology, Delft, The Netherlands In original article, Footnotes 1 and 2 must be switched. It must be published as: Footnote 1: ModernHire claims a 70% reduction in interview-tohire ratio (2021). HireVue claims a 90% decrease from initial application to hire (2021). To get an idea of what this amounts to in practice, see Forbes’ interview of Leena Nair, Unilever’s chief of HR. Nair claims that approximately “70,000 person-hours of interviewing and assessing candidates had been cut, thanks to their automated screening system” (Forbes 2018). Footnote 2: Pymetrics urges employers not to “judge a job seeker by their resume alone.” Instead, the company proposes that their “objective behavioural data that measures a job seeker’s true potential” are better predictors of future productivity rather than “focusing on backward-looking resumes orself-reported questionnaires” The following reference must be deleted. Jarrahi, M. H., Newlands, G., Lee, M. K., Wolf, C. T., Kinder, E., and Sutherland, W. (2021). Algorithmic management in a work context. Big Data and Society, 8(2), 20539517211020332. https://doi. org/10.1177/20539517211020332 The original article has been corrected.