In a new series of interviews, we're meeting some of the PhD students that were selected to take part in the Doctoral Consortium at the European Conference on Artificial Intelligence (ECAI-2025) . In the second interview of the series, we caught up with Frida Hartman to find out how her PhD is going so far, and plans for the next steps in her investigations. Frida, along with co-authors Mario Mirabile and Michele Dusi, was also the winner of the ECAI-2025 Diversity & Inclusion Competition, for work entitled . This award was presented at the closing ceremony of the conference. Could start by giving us a quick introduction to yourself and the topic that you're working on?

Your next job application may be screened by a bot. Companies are already testing and using AI in recruitment. Advanced decision making recruitment engines are helping make hiring easy, fast and transparent. Digitization across business functions accelerated during the pandemic and the shift to a more digitized and automated workplace continues in the post pandemic world. AI-powered recruiting tools can streamline the hiring process, from resume screening to onboarding candidates.

It's safe to say that AI recruitment tools are a major topic in the HR space right now. While they're praised for their ability to reduce the time and expense involved in the recruiting and hiring process, currently available AI is also notably imperfect. As smart as current AI can seem, it's also easy to manipulate. There are countless websites and forums devoted to helping candidates game the system and zoom right past the AI's algorithms. Their known propensity to pick up and then deploy ethnic and racial biases is troubling, to say the least.

As per the Future workplace report of Oracle 2019, about 64% of the people said that they were more likely to trust robots rather than managers for advice. Also, they welcomed AI in HR systems wholeheartedly in favor of non-biased decisions. AI systems are faster and capable of making decisions quickly by considering the data which even the human recruiters fail to evaluate at that speed. A Korn Ferry survey reported that about two-thirds i.e. 63% of the talent acquisition experts believe AI has made dramatic changes to the way their companies carried out recruitments. For about half of the respondents, since AI was introduced, more skillful and talented candidates have filled up the roles in the workplace.

Recruiting has always been a fundamentally human process, whether it involves one person reviewing an applicant's resume or a candidate participating in a full day of final round interviews. However, that might be changing with the introduction of artificial intelligence (AI) human resource software, which can help with everything from scheduling interviews to conducting reference checks. With an unemployment rate of only 5.2% in August, recruiters need all the help they can get in today's hyper competitive job market. While it was a recruiter's market this time last year, now that the economy is recovering job candidates have more opportunities than ever, and that gives them the freedom to be picky. "There are 300,000 recruiter job openings listed, with millions of job postings. Who is going to help do the high volume hire processing?" says Bennett Sung, the head of marketing at Humanly.io.

The Morning Download delivers daily insights and news on business technology from the CIO Journal team. "We don't recognize how much talent is there," said Mr. Cuban, who lives in Dallas. "One of my goals is to really go out and find the superstars. There are so many there that are under-appreciated and don't have access to resources." Mr. Cuban's funding will be spent on resources to educate hundreds of students in AI over the next few years, with the goal of teaching 1,000 students a year from 2023.

Innovation is a lodestar term used to help companies advance unscathed and resilient from the current economic and social uncertainties. The aim is to evolve and gain some sort of competitive edge in whatever'new normal' emerges. Yet innovation is often overused under-actualised. It is true that the last three months we have come together in collectives and as collaborators to produce hugely innovative solutions to very real and sudden challenges. From rapid PPE production to remote working, we have been highly ingenious.

Let us paint you a picture. Eric owns a house with a garden he doesn't know the first thing about keeping. What he does know a lot about, though, is how he wants everything to look; the right length of grass on the lawn, the color composition in the flower bed. He just doesn't know how to get there. For the past five years, Bob has been working as Eric's gardener. He understands exactly what Eric needs and wants, he's never late, he comes with thoughtful suggestions, and Eric gets along with him well.

Sure, we've heard that before – from robotics to machine learning and blockchain, it was going to change everything. The latest "change it all" ticket is artificial intelligence. Will AI change recruiting and can it be employed as a recruiting tool? AI may be as influential in our lives as the computer operating system and the internet, and neither of those technologies have replaced human beings; nor will AI in the recruiting industry. We have seen many misconceptions and heard greatly embellished capabilities associated with AI to create perceived differentiators in the marketplace.

The human recruiting process has a long timeframe and high complexity, but can simplified into four key words: searching, screening, interviewing and hiring. Today's large global labour force and convenient online application systems however have put a stain on the screening part of the recruiting process. An average of 250 resumes are received for each corporate job opening -- a number that continues increasing -- and it takes an experienced recruiter about five minutes to review each resume. Moreover, in spite of the time-consuming resume reviewing process, hiring remains plagued by randomness and uncertainty often due to unconscious human subjectivity and biases. Many companies around the world are asking the same question: How to objectively and efficiently identify the best candidates from a huge pile of resumes?