Users of such tools claim that it eliminates gender and ethnic biases in hiring by utilizing algorithms that analyze job applicants through their speech patterns, expressions, and other aspects. However, researchers from Cambridge's Centre for Gender Studies contend that AI recruiting tools are superficial and equivalent to "automated pseudoscience" in a recent report published in Philosophy and Technology. The Cambridge team asserts that because AI is programmed to look for the employer's ideal applicant, it may eventually encourage uniformity rather than variety in the workforce when it is utilized to reduce candidate pools. "By claiming that racism, sexism, and other forms of discrimination can be stripped away from the hiring process using artificial intelligence, these companies reduce race and gender down to insignificant data points, rather than systems of power that shape how we move through the world," co-author Dr. Eleanor Drage said in a statement. The researchers noted many businesses now analyze candidate videos using AI, evaluating applicants for the "big five" personality traits: extroversion, openness, agreeableness, conscientiousness, and neuroticism.

In recent years, there has been an increase in the usage of AI tools that are advertised as a solution to the lack of diversity in the workforce. These tools range from chatbots and CV scrapers to aid companies in hiring employees. Users of such tools claim that it eliminates gender and ethnic biases in hiring by utilizing algorithms that analyze job applicants through their speech patterns, expressions, and other aspects. However, researchers from Cambridge's Centre for Gender Studies contend that AI recruiting tools are superficial and equivalent to "automated pseudoscience" in a recent report published in Philosophy and Technology. They claim it is a risky instance of "technosolutionism" - the use of technology to address complex issues like discrimination without making the necessary investments or alterations to organizational culture.