Facial recognition technology allows us to pay for lunch, unlock a phone — it can even get us arrested. Now, that technology is moving on: algorithms are not only learning to recognise who we are, but also what we feel.
人脸识别技术能让我们支付午餐费、解锁手机——它甚至能把我们送进监狱。现在，这项技术还在不断发展：算法不仅可以学会认识我们是谁，还可以知道我们的所感所想。
So-called emotion recognition technology is in its infancy. But artificial intelligence companies claim it has the power to transform recruitment.
所谓的情感识别技术还处于早期发展阶段。但是人工智能公司声称，这项技术完全有可能改变招聘的模式。
Their algorithms, they say, can decipher how enthusiastic, bored or honest a job applicant may be — and help employers weed out candidates with undesirable characteristics. Employers, including Unilever, are already beginning to use the technology.
这些公司指出，他们的算法可以解读求职者有多热情、多厌烦或多诚实——并且帮助雇主排除性格不太合适的应聘者。包括联合利华(Unilever)在内的雇主已经开始使用这项技术。
London-based Human, founded in 2016, is a start-up that analyses video-based job applications. The company claims it can spot the emotional expressions of prospective candidates and match them with personality traits — information its algorithms collect by deciphering subliminal facial expressions when the applicant answers questions.
互曼公司(Human)是伦敦的一家初创公司，于2016年成立。该公司主要对求职者提交的视频材料进行分析。该公司声称，它可以发现潜在候选人的情感表达，并将其与他们的性格特征——其算法通过对求职者回答问题时下意识的面部表情进行解读所收集的信息——进行比对。
Human sends a report to the recruiter detailing candidates’ emotional reactions to each interview question, with scores against characteristics that specify how “honest” or “passionate” an applicant is.
互曼会向招聘公司发送报告，详细说明应聘者对面试中每个问题的情绪反应，通过对照其性格特征给出评分，用于反映申请人的“诚实度”或“热情度”。
“If [the recruiter] says, ‘We are looking for the most curious candidate,’ they can find that person by comparing the candidates’ scores,” says Yi Xu, Human’s founder and chief executive.
互曼的创始人兼首席执行官Yi Xu指出：“如果（招聘公司）说，'我们在寻找好奇心特别强的人'，他们可以通过比较各候选人的得分来找到合适的人。”