Artificial intelligence (AI) has the potential to reduce bias in recruitment by automating certain tasks and decision-making processes that may be subject to human biases. For example, AI can be used to screen resumes, identify candidates for interview, and even evaluate candidates during the interview process. By relying on data and objective criteria, rather than human judgment, AI can help to minimize the influence of biases such as unconscious bias and affinity bias on recruitment decisions.

One way that AI can be used to reduce bias in recruitment is through the use of natural language processing (NLP) algorithms to analyse job descriptions and identify any language that may be biased or exclusionary. This can help to ensure that job descriptions are more inclusive and attract a diverse pool of candidates.

AI can also be used to analyse resumes and other application materials in a more objective and unbiased manner, by looking at specific skills, qualifications, and experience rather than factors such as the applicant’s name, age, or educational background. This can help to level the playing field for underrepresented groups, who may be disadvantaged by traditional recruitment methods that rely on subjective criteria.

Overall, while AI is not a panacea for eliminating bias in recruitment, it can be a valuable tool for reducing bias and promoting more fair and inclusive hiring practices.