Artificial Intelligence in Recruitment and Hiring Process. Is it useful to reduce Biases?

This study examines the current landscape and challenges in the use of Artificial Intelligence (AI) in recruitment and hiring processes, identifying a crucial gap in comprehensive understanding of AI’s impact on gender dynamics within organizational practices. Despite the growing integration of AI tools, aimed at enhancing fairness and efficiency in recruitment, there is a conspicuous lack of in-depth analysis on the potential biases these technologies might perpetuate. The research addresses the primary question: How does the application of AI in recruitment processes impact gender equality and bias mitigation? Our central argument posits that while AI has the potential to reduce traditional biases associated with human decision-making, its effectiveness heavily depends on the data quality and the ethical frameworks employed during implementation. Utilizing a mixed-methods approach, including a survey among 168 HR professionals across various Italian companies, the study identifies key trends and discrepancies in perceptions versus real outcomes of AI applications in recruitment. Findings reveal that 73,81% of respondents perceive a positive impact of AI on the recruitment process, but only 48,21% believe these technologies significantly improve process efficiency. Concerns remain prevalent, with 81,54% of participants expressing apprehension about AI’s ability to effectively incorporate essential human insights such as empathy. Additionally, the research highlights a crucial statistic where 92,26% of respondents advocate for maintaining human involvement in decision-making processes to mitigate potential biases effectively. This study advances the discourse on AI in recruitment by delineating the technical and ethical considerations crucial for harnessing AI as a tool for inclusion and equity in the workplace.