AI plays an increasingly important role in the recruitment phase, offering new opportunities in recruitment processes. In particular, the use of AI is already rapidly gaining momentum in algorithmic hiring, the personnel selection procedure wholly or partially entrusted to algorithms that is considered faster, more reliable and cheaper”. Commenting on AI used in recruitment, Vittorio De Luca, Managing Partner of De Luca & Partners warns, “It’s a significant advantage, but there may be a risk of implicit bias when, for example, AI is trained on historical data that reflects pre-existing inequalities or biases. It is crucial to ensure fairness and transparency in the use of AI and regularly verify the effectiveness and impact of the algorithms used.” Companies are already experimenting with using chatbots or virtual assistants to conduct initial interviews with candidates. “These systems ask predefined questions, analyse candidates’ answers, and provide a score or rating based on the answers given, which in fact, standardises the interview process. If AI is not adequately controlled, there is a risk that its activity will be influenced by the human bias imprinted in the programming phase.”
Continue reading the article in the paper edition of L’Economia – Corriere della Sera.