Study of the influence of a biased database on the prediction of standard algorithms for selecting the best candidate for an interview

Artificial Intelligence (AI) is extensively used across various stages of the recruitment process, from automated candidate sourcing on social media platforms to asynchronous video recruitment methods. A study of Human Resources (HR) professionals representing 500 mid-sized organisations from diverse industries across five countries revealed that 24% of businesses have already implemented AI for recruitment purposes, while 56% of hiring managers plan to adopt it within the next year [Sage, 2020]. AI is employed to augment human decision-making regarding job candidates (such as determining who should receive a job offer) and to support the actions of human decision-makers throughout the process (such as data collection and analysis; Gonzalez, Liu, Shirase, Tomczak, Lobbe, Justenhoven, and Martin [2022]). Some applications incorporating AI algorithms are widely accepted and relatively uncontroversial.