HR Tech Update: How AI-powered HR tools can reduce bias in hiring


We have talked before about how AI can support and aid HR functions, specifically in training and recruitment. Artificial intelligence is being applied to more HR technologies, and one promising use case is its potential to reduce and minimise bias during the hiring process. It’s crucial that human resources is able to recruit and train the right people, who are most appropriate for the role. 

It’s also incredibly important to support diversity and inclusion practices to the best of HR’s ability. In both scenarios, conscious and unconscious biases can hinder these prerogatives. These biases can manifest in multiple ways, such as subconscious judgments against a person’s gender, race, age, or even socioeconomic background. These biases lead to discrimination and inequity in the workplace, making it essential that HR works to stamp out the possibility for bias in the earliest stage – recruitment and hiring. Traditional recruitment methods often rely on subjective decision-making, making it challenging to ensure fairness during selection.

How AI reviews applications fairly

One of the advantages of applying AI is its ability to remove subjective judgments from the hiring equation. These tools can analyse candidate data objectively, focusing solely on the qualities that make them a great fit for the role. They can even aid HR in creating fair job descriptions, using language that will engage high-quality applications. Textio and ClickUp are two examples of tech solutions for this need. 

AI-driven tools also excel at conducting blind evaluations of applications, using predictive analysis to determine compatibility. Zoho is one example of an AI-driven platform created for this purpose. Additionally, software can analyse resumes and cover letters for gendered language and ensure that a balanced representation of candidates go through to recruiters.This approach has the benefit of helping organisations tap into a more diverse talent pool. Of course, automating this part of the process also benefits HR by saving them time and energy that might be wasted in tediously looking through unsuitable candidate applications. 

Machine learning can target existing biases

Machine learning algorithms can play a vital role in identifying potential bias within an organisation’s existing staff, ensuring that biases further along in the employee journey are recognised and addressed. HR can give their AI tool access to the organisation’s hiring history, which it can analyse for bias. If the AI acknowledges a trend in hiring decisions being influenced by biased judgement, HR professionals can create a targeted plan to mitigate bias and promote diversity in the future.

It’s important to note that AI is not without its challenges in the realm of HR. Organisations must continually monitor and refine their AI systems, ensuring they remain fair and unbiased.

HR Tech Update — Insights you need to know about recent technologies to streamline HR functions; Scheduled every Thursday @ 6:00 AM and brought to you by Chief of Staff Asia.


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Chief of Staff Asia