The corporate culture, the pinnacle of'profession above all' atmospheres, still has a long way to grow out of personal biases that come in with people walking into the door. It is observed even within the hiring process where personality and likeability tend to outweigh the significance of candidate's qualification and skillset that constitute the actual parameter of any job role. However, likability is often a primary requirement for any role in professional arena, taking critical decisions based on favoritism is both unethical and unprogressive. However, Artificial Intelligence promises to make hiring unbiased in all its potential. There are certainly many areas to start with.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the "right-sounding" names and educational background. Across the pipeline, companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than five per cent of chief executive officers at Fortune 500 companies are women, and that number will shrink further in October when Pepsi CEO Indra Nooyi steps down.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the "right-sounding" names and educational background. Across the pipeline, companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than 5 percent of chief executive officers at Fortune 500 companies are women-and there are only three black CEOs.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the ''right-sounding'' names and educational backgrounds. Across the landscape, many companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than 5 percent of chief executives at Fortune 500 companies are women, and there are only three black CEOs.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the "right-sounding" names and educational background. Across the pipeline, companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than 5 percent of chief executive officers at Fortune 500 companies are women, and that number will shrink further in October when Pepsi CEO Indra Nooyi steps down.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the "right-sounding" names and educational background. Across the pipeline, companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than 5% of CEOs at Fortune 500 companies are women--and there are only three black CEOs.

Artificial intelligence promises to make hiring an unbiased utopia. Employee referrals, a process that tends to leave underrepresented groups out, still make up a bulk of companies' hires. Recruiters and hiring managers also bring their own biases to the process, studies have found, often choosing people with the "right-sounding" names and educational background. Across the pipeline, companies lack racial and gender diversity, with the ranks of underrepresented people thinning at the highest levels of the corporate ladder. Fewer than 5 percent of chief executive officers at Fortune 500 companies are women, and that number will shrink further in October when Pepsi CEO Indra Nooyi steps down.