Discover how to use #AI responsibly in recruitment with insights from researchers from the University of Leiden
BIAS Project
Mitigating diversity biases of AI in the labour market. Funded by Horizon Europe under GA 101070468.
?? We need to learn to use AI in recruitment processes responsibly, rather than criticising it. We must start by establishing an essential premise: technology is at the service of #RH interview professionals, keeping the human element intact.?
The usage of AI in the recruitment process has advantages and disadvantages, as outlined in the ORH interview.
Here is a summary.??
?Candidate attraction: AI can maximise visibility and response.
?Application screening: extract specific skills from a job applicant's digital records.
?Geographic boundaries: access a global talent pool.
?Interviews: simplify scheduling and coordinating interviews.
?Assessment phase: ally of HR professionals with gamification.
?Chatbots and virtual assistants: interact with candidates 24 hours a day.
?Predictive analytics: could anticipate talent needs.
?High cost: considerable technological costs, giving large companies an advantage over SMEs.
?Use of personal and sensitive data: risks to job seekers' privacy and data protection.
?Fundamental rights: these may be compromised.
?Transparency: technology could undermine accountability and responsibility.