Artificial Intelligence (AI) is the best proven way to automate the hiring process for your business. Because recruiting great talent is essential to become a great company. 

AI potentially improves productivity if used rightfully. It uses its intelligence to reduce bias in various aspects of business and help make decisions that are data-driven and result oriented. The AI technology aims at amplifying negative or time-consuming human influences and maximizing profitability. 

Why Use AI for Talent Recruiting?

AI sources and evaluates candidates using its data points through the hiring process in its talent management system. These advanced models for job success efficiently predict the best candidates in the most bias-free ways.  

With the help of each data point, AI makes faster and better decisions picking the right talent for your company. It is programmed on large-scale processing and performs better than the human brain can. The best part is an assumption and bias-free HR talent model management process after all. That’s the very reason why AI for talent acquisition will be the best option for your company.

What is Bias in Hiring?

Bias or unconscious bias in talent management happens before we even know it. It is a kind of unintentional or sudden judgment. This automatic judgment is formed from our upbringing, surroundings we had been living in, and our experiences. It potentially affects our opinions and attitudes with the people we interact with. Unconscious bias creates discrimination in hiring procedures. 

The recruiters review the resumes of applicants before an interview. Researches show that during the interview and selection processes minorities, women, and elderly workers mostly get affected by unconscious bias.

This irrelevant sort of judgment in the talent management process leads to ruining the applicants’ chances of getting a job and impacts their life, even when the candidate is eligible for the job. 

Examples of Biased Hirings

Take an example of the applicant’s name or home country, or picture. All this information subconsciously influences the decision of the recruiter. Or it could be that recruiters are biased with applicants who didn’t graduate from ivy league schools. It’s sad to know that businesses conduct hiring assessments with the help of biased hiring tools. 

The U.S Equal Employment Opportunity Commision reports that cognitive test assessments, personality tests and physical test assessments, medical examinations and credit checks have been found excluding candidates applications. This occurs based on race, age, nationality, physical disability or religion. 

Most times the excluded applicants are the great talent the company misses out due to the unnecessary bias. Luckily, there are also federal regulations that are against these deliberate hiring discriminations and they are seriously taken notice of. 

Disadvantages Of Bias in Hiring Process

The hiring process in the modern world of business is deeply flawed. There are countless disadvantages of unconscious human bias. We’ll discuss below a few of them.

The constant practice of unconscious human bias makes hiring unfair as discussed above in this post. This act leaves behind the “real” qualified people and picks up the ones who are not deserving for the role just because they come from a nice neighborhood and so on. 

Large number of applicants are being ignored with so many applications per job, recruiters set a few criteria for quick selection. The criteria includes, candidates from top colleges, employee-referral programs and passive candidates from competitors. 

To avoid the hiring mistakes from human prejudice we recommend using AI’s help. Companies can redefine their human resource management with AI for talent acquisition

Hiring Algorithms Can Introduce Bias Anytime

The question is, what role do hiring algorithms play. Is it preventing bias or amplifying it?

The answer is not simple. But sadly, most hiring methods tend to move towards unintentional bias. Even so, we cannot undermine their potential to help lessen interpersonal bias. In this condition,  AI tools can address the issue of biased hiring by promoting equality.

Hiring comprises a series of smaller, sequential decisions. Methodologies or algorithms act differently through the process. Some select passive candidates for the job while some bring certain desired candidates in the spotlight. Predictive tools pick and grade resumes to help hiring personnel assess candidates’ abilities.

Benefits of AI in Hiring

Here are the benefits if companies will implement AI as a talent management solution:

1. AI Promotes Merit and Talent

AI is useful for effective hirings, but employers still need to pay attention to whether it is reliable enough to deliver desired results. Some AI users are confident while the others are hesitant in using it for the possibility of unexpected bias. 

This study investigates how employing AI in hiring can lessen bias and attract a wide range of suitably qualified applicants. It also underlines the significance of a comprehensive and varied dataset for developing AI models. HIring workforce needs to practice more ways to diversify the hiring process. For talent model management, the human paradigms still make biased selections more often. 

2. AI has the potential to reduce unconscious human bias 

Humans make sense of the world by following patterns. We use our observations and experiences to make decisions. Handing the decision-making to AI, we expect it to do even better. AI can help reduce harmful, unnecessary human bias. It has the potential to be an excellent source for the better. 

While humans have limitations in making unintended assumptions and cannot handle huge amounts of information. AI can be programmed to filter irrelevancies to make decision-making more transparent. Also, it can be taught to pick the most suitable candidates for specific roles from thousands of resumes. We also expect AI to guide us with its calculations based on concrete results, not assumptions.

AI has the potential to reduce unconscious human bias in the hiring process in two primary ways. First, it serves as a sophisticated pattern detector. Artificial intelligence can detect bias across millions of data points. Second, when it identifies potential candidates, it makes sets of profiles that are based on specific skill sets only.

3. AI Saves Time By Being Able To Access The Whole Pipeline Of Applicants

The truly automated top-of-funnel talent management practices lets you eliminate bias, as it shrinks the initial inflow (pipeline) of the candidates, to reduce recruiter’s workload. It’s a shocking fact that companies review only a very small portion of applications out of thousands of applicants. Thankfully, AI is here to help with this initial screening. 

Also, the same ethical practices and standards of AI should be applied to the existing pre-hiring assessments and hiring tools. Amazon’s male biased hiring algorithm became a big reason for the company to be criticized for months. With AI, the system pulls out from the pool of applicants the talents that are suitable for the job vacancy––regardless of gender, ethnicity, age, and more!

A great example of an AI hiring success business is a Fortune 500 staffing and consulting firm. The company has a profound image of being one of the most admired companies in the world by Fortune magazine. This business specializes in discovering part-time and full-time jobs for skilled professionals. The company used AI to bring advancements in its recruitment and customer services.

The AI’s cutting-edge hiring technology coped well with the best-in-class services. This high-level combination has enabled the company to become and continue to be an industry leader over time. 


Most of the US allows employers to use traditional bias discriminations against women and minorities. This calls for the implementation of AI for unbiased hiring to eliminate all unethical, full of biased assessments and selections. 

There is still hope that we can correct human unconscious bias for hirings. And AI technology’s talent management solutions, identifying and addressing bias is absolutely possible.

Recent progressions in the field like big data and machine learning has empowered AI to check applicant’s background, recruit and even predict the success rate of the candidates over time. It saves both time and energy.  

If the concerns are addressed critically, AI can drastically diversify the workplace environment. 

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