There is an ongoing debate about AI involvement in hiring processes of employees. While some people believe that it increases integrity as well as efficiency in recruitment, others see it as an obstacle to human judgment that maintains bias. From my perspective, the growing use of artificial intelligence increases productivity as well as fairness among employees.
On the one hand, AI assistance in hiring workers may help employers to appropriately recognize their personality and characteristics, which would be beneficial in choosing a candidate that suits companies’ needs. In other words, organisations may select candidates with ambition and the same goals as an organisation itself has. For example, hiring processes in large companies such as Google or SpaceX are based on artificial intelligence. As a result, organisations’ productivity significantly increases as they use AI in selecting employees, since AI may recognise employees with further potential.
On the other hand, technical roles may disappear as a result of AI replacing human judgment. As human beings cannot keep the pace up with rapid evolution of AI, some jobs that include human judgment and personal assesment may disappear. For instance, a junior financial auditor or a loan underwriter whose job relies on reviewing standard reports and applying basic risk assessments may lose its significance. Thus, individuals may feel like their are losing control on their jobs, which grows concerns about reliability of AI in the workplace.
To sum up, some individuals argue that increasing reliance on AI in hiring processes leads to fairer and more efficient recruitment, whereas others believe that it can perpetuate bias and decrease human judgment. In my opinion, AI in hiring processes may positively impact on relationship between workers and increase efficiency of the recruitment.