Is AI recruiting (un)ethical? A human rights perspective on the use of AI for hiring

Abstract

The use of artificial intelligence (AI) technologies in organizations’ recruiting and selection procedures has become commonplace in business practice; accordingly, research on AI recruiting has increased substantially in recent years. But, though various articles have highlighted the potential opportunities and ethical risks of AI recruiting, the topic has not been normatively assessed yet. We aim to fill this gap by providing an ethical analysis of AI recruiting from a human rights perspective. In doing so, we elaborate on human rights’ theoretical implications for corporate use of AI-driven hiring solutions. Therefore, we analyze whether AI hiring practices inherently conflict with the concepts of validity, autonomy, nondiscrimination, privacy, and transparency, which represent the main human rights relevant in this context. Concluding that these concepts are not at odds, we then use existing legal and ethical implications to determine organizations’ responsibility to enforce and realize human rights standards in the context of AI recruiting.

Ethics in international HRD: examining conversational AI and HR chatbots

“…Scholars in Germany noted the ethical possibility for HR chatbots to "establish transparency by providing applicants with updates and feedback throughout the process and in a timely fashion" (Hunkenschroer and Kriebitz, 2022). Chatbots serve to expedite efficiency, yet Hunkenschroer and Kriebitz (2022) also highlight the difference between theory and practice. Theoretically, chatbots will increase productivity and exclusively lend benefits to all organizations.…”

“…Scholars generally define “ethics” as a concept “based on well-founded standards of right and wrong that prescribe what humans ought to do, usually in terms of rights, obligations, benefits to society, fairness, or specific virtues” (Santa Clara University, 2010). Within HRD, more specifically in hiring and recruitment, “ethics” can refer to behavior that aligns with “concepts of validity, autonomy, nondiscrimination, privacy, and transparency, which represent the main human rights relevant in this context” (Hunkenschroer and Kriebitz, 2022). For example, an international recruitment firm in Wales that only hires candidates from English-speaking countries would be considered acting in violation of ethical human resource principles.…”

Директива О Одговорности За Вештачку Интелигенцију, Нова Директива О Одговорности За Производе И Њихове Импликације На Осигурање

“…Тачније, она може да дотакне још ширу диензију, која се протеже и на сферу основних права (Smuha, 2021). На пример, када послодавци користе систем вођен вештачком интелигенцијом у сврху запошљавања, одређене рањиве групе људи могу бити неправедно искључене (Hunkenschroer, Kriebitz, 2022). На сличан начин, с обзиром да се системи вештачке интелигенције користе за доношење одлуке о приступу неким услугама, као што су кредити, одређене групе људи могу бити дискриминисане и морају да савладају више услова да би добиле кредите.…”

Artificial Intelligence for Human Life: A Critical Opinion from Medical Bioethics Perspective – Part I

“…But because data sets might contain a variety of biases, there is a higher chance that AI that relies on historical data would fall short of its objectives. AI may cause discrimination, particularly when choosing employment prospects [48]. Furthermore, if the data was gathered by abusing ethical codes, the input utilized by an AI solution can violate the right to privacy of individuals because AI may access applicants' personal information through tools like face recognition software.…”