Artificial intelligence (AI) in hiring involves the use of technology to automate aspects of the hiring process. Advances in artificial intelligence, such as the advent of machine learning and the growth of big data, enable AI to be utilized to recruit, screen, and predict the success of applicants.[1][2] Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in hiring remain a subject of debate, with concerns about algorithmic transparency, accountability, and the need for ongoing oversight to ensure fair and unbiased decision-making throughout the recruitment process.[3]
^Tambe, Prasanna; Cappelli, Peter; Yakubovich, Valery (August 2019). "Artificial Intelligence in Human Resources Management: Challenges and a Path Forward". California Management Review. 61 (4): 15–42. doi:10.1177/0008125619867910. ISSN 0008-1256. S2CID 220124861.
^Marabelli, Marco; Newell, Sue (2021). "The lifecycle of algorithmic decision-making systems: Organizational choices and ethical challenges". Journal of Strategic Information Systems. 30 (3): 1–15. doi:10.1016/j.jsis.2021.101683.
^Beck, Alexander D. (2020-12-29), "The Role of Artificial Intelligence in Robo-Advisory", Robo-Advisory, Palgrave Studies in Financial Services Technology, Cham: Springer International Publishing, pp. 227–243, doi:10.1007/978-3-030-40818-3_11, ISBN 978-3-030-40817-6, S2CID 234332593, retrieved 2023-12-02
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