Vendors of AI recruiting systems advertise that their software makes hiring decisions not only more efficient and accurate, but also fairer and less biased, as they are free of human intuition. We thereby refer to a broad concept of AI that includes complex machine learning approaches such as deep neural networks, but also covers simple algorithms relying on regression analyses as well as other kinds of algorithms, such as natural language processing or voice recognition.Īs the outcomes of hiring decisions have serious consequences for individuals, informing where they live and how much they earn (Raghavan et al., 2020), AI recruiting practices are worth considering from an ethical perspective. ![]() We define AI recruiting as any procedure that makes use of AI for the purposes of assisting organizations during the recruitment and selection of job candidates, whereas AI can be defined as “a system’s ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation” (Kaplan & Haenlein, 2019, p. Today’s trend toward more remote and home office work further spurs the adoption of alternatives to in-person job interviews to assess candidates remotely (Wiggers, 2020). AI-advanced selection tools are attractive for organizations, due to their higher speed and efficiency gains compared with traditional screening and assessment practices (van Esch & Black, 2019) and are considered a valuable asset in today’s “war for talent” (Leicht-Deobald et al., 2019, p. Along with such fields as the prediction of credit worthiness, criminal justice systems, and pricing of goods, AI-enabled technologies have disrupted companies’ personnel recruiting and selection practices, entering the market at exponential rates (Yarger et al., 2020). Pursuant to advances in technological developments, artificial intelligence (AI) has expanded into various business sectors and workplaces. Based on this review, we identify gaps in the extant literature and point out moral questions that call for deeper exploration in future research. We identify 51 articles dealing with the topic, which we synthesize by mapping the ethical opportunities, risks, and ambiguities, as well as the proposed ways to mitigate ethical risks in practice. To inform and strengthen the foundation for future research, this paper systematically reviews the extant literature on the ethicality of AI-enabled recruiting to date. However, given the novelty of AI applications in recruiting practice, the subject is still an emerging topic in academic literature. As these new technologies significantly impact people’s lives and careers but often trigger ethical concerns, the ethicality of these AI applications needs to be comprehensively understood. AI applications can be found in various stages of recruiting, such as writing job ads, screening of applicant resumes, and analyzing video interviews via face recognition software. ![]() Companies increasingly deploy artificial intelligence (AI) technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient.
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