AI is the latest job recruiter, and it could cut bias in hiring

AI's potential to minimize bias in hiring processes is a less discussed aspect of its impact on the workplace. Some believe that AI, acting as a gatekeeper, could effectively reduce bias in employment decisions. This could lead to a future job market where skills take precedence over prestigious degrees or personal connections.

Andreas Leibbrandt, an economist at Monash University, is hopeful that AI can help level the playing field in male-dominated industries like tech, where human biases often favor male candidates. His research suggests that AI may impartially evaluate job seekers, particularly benefiting women who frequently perceive bias when assessed by humans.

Leibbrandt emphasizes that AI should be viewed as a tool, akin to a knife – if utilized correctly, it can significantly transform the recruitment space. His studies show that women are more receptive to being evaluated by AI, perceiving it as less biased than human reviewers. On the other hand, men seem less inclined to complete applications when AI, rather than human recruiters, is involved.

Moreover, AI's ability to assess candidates' qualifications has been found to reduce discrimination by male hiring managers against women. Early indications also suggest that non-white women may feel they have a fairer chance at a job when AI is involved in the initial screening process.

Additionally, AI-powered text chats for job screening, as pioneered by, could alleviate the pressure and intimidation associated with traditional interview methods. This approach might attract a more diverse pool of applicants and provide candidates with a fairer assessment, ultimately benefitting both job seekers and employers seeking to tap into underutilized talent.

By augmenting fairness and diversity in hiring processes, AI could address talent shortages and promote a more inclusive and effective approach to identifying potential in all candidates.  

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