Employers are increasingly using recruitment management systems as a way to recognize unconscious bias and improve hiring diversity. One of the goals is to hire based on cognitive diversity, which encompasses people with different perspectives and problem-solving abilities. The approach is different from diversifying workforces based on gender, ethnic background and age and might include hiring based on neurodiversity or interviewing those who are on the autism spectrum. Hiring for cognitive diversity is a way to avoid knee-jerk types of hiring practices, such as favoring graduates of certain universities. It can also mean using the software to root out certain words in help wanted ads that might, for example, discourage women from applying.

Data driven recruitment has a significant, positive impact on talent management strategies and business performance. As technology becomes more sophisticated, AI is playing an increasingly essential role in decisions made around hiring and is used by brands such as Facebook as an integral part of the screening and assessment of candidates. This article examines its ongoing effect on the jobs market and the ways in which HR can harness its advantages to better understand, improve and predict hiring needs and potential problems. AI is broadly defined as'machines which perform tasks which humans are capable of performing'. It has been traditionally been regarded as a threat to jobs, with the most drastic predictions suggesting that unemployment rates will reach 50% within 30 years, but perceptions and predictions are changing.