The use of artificial intelligence (AI) has the potential to revolutionize the way companies recruit and select candidates for job openings and promotions. However, as with any new technology, there are concerns about how it may be used and the potential for unintended consequences.

AI contributes to the recruitment and selection of candidates for hire or promotion in several ways:

• Screening resumes: AI-powered tools can automatically scan resumes and identify candidates who match the qualifications and skills required for a given job. Natural language processing (NLP) algorithms can analyze resumes and cover letters to identify relevant skills and experience, making it easier for recruiters to identify qualified candidates and save time on manual resume screening. This can also help to reduce the chances of unconscious bias, as the AI algorithms process resumes based on pre-defined criteria, rather than human prejudices.
• Answering questions: Chatbots and other virtual assistants can be used to schedule interviews and answer candidate questions. This can help to streamline the hiring process, making it more convenient for candidates and reducing the workload for recruiters.
• Interviewing: AI-powered interviewing tools can conduct initial interviews with candidates, using natural language processing to understand their answers and identify key qualifications and skills. AI facial recognition and voice analysis can be used to assess a candidate's non-verbal communication and tone of voice. This can provide valuable insights into a candidate's personality and communication style, which can be especially useful for roles that require strong communication skills.
• Predictive analysis: AI-powered tools can analyze data from previous hires and identify patterns that are indicative of success in a given role, helping to identify the most suitable candidates for a job. AI can also be used to assess which skills a candidate has and which they need, furthering opportunities to upskill and reskill candidates who may previously have been overlooked.
• Fairness and bias mitigation: AI-powered tools can help to reduce bias in the hiring process by eliminating subjective factors and focusing on objective criteria when evaluating candidates.

While the use of AI in hiring has the potential to make the process more efficient and objective, it is important to take steps to mitigate the risk that it does not perpetuate existing inequities or lead to discrimination against certain groups of people. Proposed and recently enacted laws and regulations aim to ensure that the use of AI is transparent and that job candidates are treated fairly and have the right to appeal decisions made by AI systems.