The commercialisation of artificial intelligence (AI) is taking a similar route, which is unsurprising. But, given AI's innate ability to adapt and learn at an exponential rate, it may not be a bad thing. What needs to be done to ensure the use of AI in hiring is unbiased and equitable? To avoid legal wrangling, the data being used to train AI must be sufficiently representative of all groups. This is especially crucial in hiring because many professional work settings – particularly in industries like computing, finance and media – are dominated by white and/or male employees.

Imagine yourself as a recruiter, with a super-reliable agent – let us call him Man Friday (like the fable) – by your side. Friday is the assistant I need now! Before you get all excited, Friday is no human – Friday is Artificial Intelligence (AI), the manifestation of the future where AI makes our lives easier and better. But what if AI does not stay your assistant for too long, and instead becomes your replacement? Is this a possible scenario?