AI is a useful tool to help with HR Processes such as recruitment screenings of CVs, social media and personality tests, and processing performance data, automating parts of the onboarding process, agile learning and workplace data analysis. Nevertheless, there are some biases and privacy implications.
Researchers in Germany conducted a study sending three resumes with identical qualifications to recruiters with one German name, one Turkish and one Turkish name wearing a headscarf. They found that the German name was called back 19% of the time, the one with a Turkish name 14% and the candidate with a Turkish name who wore a headscarf, just 4% showing a clear bias in recruitment.
This panel will explore the biases within HR recruitment and processes and what companies can do to consider data protection law and equalities law when developing AI systems.