8th May 2024
The increasing use of artificial intelligence (AI) in recruitment is stirring up significant debate about its impact on jobseekers, particularly those vulnerable to discrimination. A critical concern is ensuring that AI tools in hiring processes uphold principles of fairness. This concern arises because AI, if not meticulously managed, could inadvertently reflect and perpetuate existing biases, impairing certain groups in the job market.
The results of the investigation that Carlotta Rigotti and Eduard Fosch-Villaronga (ULEIDEN) are leading under the BIAS project on the connections between fairness, AI and recruitment, were published in the renowned Computer, Law and Security Review journal.
Their research emphasizes the importance of clearly defining fairness in the context of AI recruitment. By establishing a benchmark for fairness, stakeholders can better identify and mitigate biases, ensuring that AI recruitment tools offer equal opportunities to all job applicants. Carlotta and Eduard began their study by exploring how AI tools are being increasingly utilized by HR teams to enhance efficiency. However, they also highlighted the risks associated with these technologies, including privacy breaches and potential discrimination.
In their pursuit of fairness, Carlotta and Eduard advocate for a multidisciplinary approach. While existing legal frameworks and some research address aspects of this challenge, a comprehensive and cooperative effort is necessary to tackle these complex issues effectively.
To conclude their article, they offer recommendations aimed at guiding future research and practical actions. Their work is a proactive step towards ensuring that AI in recruitment not only simplifies hiring processes but also does so in a manner that is just and equitable for all candidates.
Read all about it HERE.
