Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process

Abstract

An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.

An Extended UTAUT Model for Analyzing Users’ Acceptance Factors for Artificial Intelligence Adoption in Human Resource Recruitment: A Case Study of Thailand

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Asking the Right Questions: Crafting Inclusive Interview Questions

“…Creating a standard set of interview questions prevents committee members from shaping questions to fit specific candidates-either to their detriment or benefit . Structured interview tactics can reduce confirmation bias, or when people ask questions that confirm their initial perceptions of a candidate (Raveendra, Satish and Singh 2020) . For example, if a candidate attended a high-status graduate program, the halo effect may lead the committee to presume that the candidate's research preparation is high and ask questions that confirm that assumption .…”

Asking the Right Questions: Crafting Inclusive Interview Questions

“…Creating a standard set of interview questions prevents committee members from shaping questions to fit specific candidates—either to their detriment or benefit. Structured interview tactics can reduce confirmation bias, or when people ask questions that confirm their initial perceptions of a candidate (Raveendra, Satish, and Singh 2020). For example, if a candidate attended a high‐status graduate program, the halo effect may lead the committee to presume that the candidate's research preparation is high and ask questions that confirm that assumption.…”