As part of the UK data protection authority's new three-year strategy (ICO25), launched on 14 July, UK Information Commissioner John Edwards announced an investigation into the use of AI systems in recruitment. The investigation will have a particular focus on the potential for bias and discrimination stemming from the algorithms and training data underpinning AI systems used to sift recruitment applications. A key concern is that training data could be negatively impacting the employment opportunities of those from diverse backgrounds. Bias is a particular risk in AI or machine learning systems designed not to solve a problem by following a set of rules, but instead to "learn" from examples of what the solution looks like. If the data sets used to provide those examples have bias built in, then an AI system is likely to replicate and amplify that bias.

As part of the UK data protection authority's new three-year strategy (ICO25), launched on 14 July, UK Information Commissioner John Edwards announced an investigation into the use of AI systems in recruitment. The investigation will have a particular focus on the potential for bias and discrimination stemming from the algorithms and training data underpinning AI systems used to sift recruitment applications. A key concern is that training data could be negatively impacting the employment opportunities of those from diverse backgrounds. Bias is a particular risk in AI or machine learning systems designed not to solve a problem by following a set of rules, but instead to "learn" from examples of what the solution looks like. If the data sets used to provide those examples have bias built in, then an AI system is likely to replicate and amplify that bias.

Artificial intelligence (AI) is disrupting every industry, and the recruitment market is no exception. By lowering the cost of prediction, AI offers cheaper, faster, more efficient ways to connect people to jobs, as well as the promise of unlocking human potential. This is a big opportunity. In a world where most people are unhappy with their careers and many organizations complain about their talent gaps - for example, a recent ManpowerGroup report noted that 40% of global companies are experiencing critical talent shortages, the highest figure in a decade - technology can help us bridge the gap between supply and demand and make the job market less inefficient, just like dating apps have managed in the market of love. However, as with any technological innovation it is important to understand the ethical implications of using AI for attracting and selecting employees.

Artificial intelligence (AI) is disrupting every industry, and the recruitment market is no exception. By lowering the cost of prediction, AI offers cheaper, faster, more efficient ways to connect people to jobs, as well as the promise of unlocking human potential. This is a big opportunity. In a world where most people are unhappy with their careers and many organizations complain about their talent gaps - for example, a recent ManpowerGroup report noted that 40% of global companies are experiencing critical talent shortages, the highest figure in a decade - technology can help us bridge the gap between supply and demand and make the job market less inefficient, just like dating apps have managed in the market of love. However, as with any technological innovation it is important to understand the ethical implications of using AI for attracting and selecting employees.