Interplay of Artificial Intelligence and Recruitment: The Gender Bias Effect

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Author(s): Shikha Saloni (University School of Business, Chandigarh University, India), Neema Gupta (University School of Business, Chandigarh University, India), Ambuj Kumar Agarwal (Sharda University, India), Raj Gaurang Tiwari (Chitkara University, India)and Vishal Jain (Sharda University, India)
Copyright: 2024
Pages: 19
Source title: Balancing Human Rights, Social Responsibility, and Digital Ethics
Source Author(s)/Editor(s): Maja Pucelj (Faculty of Organisation Studies, Novo Mesto, Slovenia)and Rado Bohinc (EMUNI University, Piran, Slovenia)
DOI: 10.4018/979-8-3693-3334-1.ch003

Keywords: Ethics & Law / Ethics and Social Responsibility / Information Science Reference / Security & Forensics

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Abstract

In this chapter, the authors focus on different ways in which AI is incorporated in the process of recruitment. Along with the above stated objective, they also explore the forms of AI based recruitment, the benefits of AI based recruitment, and the challenges that might be encountered during the process with an emphasis on gender bias. In the findings, they aim to describe the gender bias in professional functions in businesses. On the other hand, they hope to gain insight into potential gender discrepancies between operational and leadership positions, as well as between departments. The findings of this chapter will benefit researchers, academics, and managers in analyzing gender-related practices and policies. Organizations can become more aware of their gendered practices, which affect the recruitment procedure and the varied roles and responsibilities assigned to men and women, by giving voice to the prejudices that generate gender biases. Along with this, they provide the implications, limitations, and future scope of the study.

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Interplay of Artificial Intelligence and Recruitment: The Gender Bias Effect

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