24th March 2025
On Friday 14 March 2025, the sun filtered through the tall windows of Leiden University’s historic halls as participants from across the Netherlands gathered for a unique learning experience. HR practitioners, CSO representatives, scholars and any other professional involved in selection and recruitment had come together, eager to explore the complexities of AI in hiring processes.
Eduard Fosch-Villaronga and Carlotta Rigotti, hosting the session on behalf of Leiden University, welcomed the attendees with warm enthusiasm. Meanwhile, Marzia Sangiuliano and Simona Lo Giudice from Smart Venice prepared to guide them through the day’s training, which aimed to equip participants with the tools to critically assess AI systems, address ethical and legal concerns, and integrate fairness into recruitment and selection practices.
To ease into the discussion, the session began with an icebreaker. Participants formed small groups, sharing personal experiences of diversity bias—whether based on gender, sexual orientation, or age—and reflecting on how these had shaped their personal and professional journeys. The exercise quickly fostered openness, setting the tone for the collaborative and insightful discussions to follow. While diversity bias had often led to experiences of discrimination and disadvantage, participants also recognised moments where it had prompted resistance and advocacy. Additionally, as the discussion unfolded, many found themselves identifying and articulating more instances of bias than they had initially considered, sometimes extending beyond the categories outlined in the identity wheel provided by SVEN.
Building on this foundation, Marzia and Simona took the floor to explore the mechanics of bias, its implications in hiring, and the role of AI in recruitment and selection. They explained how AI systems function, the ethical risks they pose, and the safeguards established under the AI Act and the General Data Protection Regulation—topics that sparked keen interest among participants given the complexity and novelty of these regulatory frameworks. Rather than a one-sided lecture, the session evolved into an interactive exchange: participants shared their own perspectives and experiences with AI in hiring and, more broadly, in the workplace. This dialogue wove together expertise and lived experiences, highlighting the importance of maintaining a critical stance. Particular emphasis was placed on the need to avoid dependency and overreliance on automation, reinforcing the role of human judgment in fair and ethical decision-making.
The final exercise put theory into practice. Participants stepped into the shoes of HR practitioners, tasked with ranking job applications for a store management position. They debated which criteria were essential or optional and justified their selections before comparing their rankings with those generated by an AI demo. The differences sparked an animated debate, underscoring both the potential and the risks of automation in hiring.
As the session drew to a close, the room buzzed with reflections and new connections. Smiling, the participants exchanged contacts, promising to stay in touch. With Leiden University and Smart Venice already planning the next round of capacity-building sessions for the autumn, it was clear this was just the beginning of an important journey towards fairer, more inclusive hiring practices.
