Being a powerful predictive technology, artificial intelligence (AI) can be adopted by firms to increase efficiency within various processes, one of them being the hiring practices in human resource management (HRM) (Bogen & Rieke, 2018; Gonzalez et al., 2019; Tambe et al., 2019). As there are a multitude of different opinions and concerns about AI implementation in hiring, we aim to focus on one specific debate: whether it has the potential to increase or reduce discrimination. Discrimination within hiring is a long-studied phenomenon, that is often based on recruiters’ unconscious, interpersonal bias, and subjective judgements about people based on different personal characteristics.
|Number of pages||8|
|Publication status||Published - 31 May 2022|
|Series||ROA External Reports|
|Number||ai:conomics policybrief May 2022|