What if the HR director was an AI?
08/20/2025
4 min
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Human resources (HR) are no exception to the trend towards artificial intelligence, with algorithms being used in a number of HR processes. Where do we stand? Hayley Moore, postdoctoral researcher at IÉSEG, explains.
Can AI improve the recruitment process? And how?
AI can optimise the start of a recruitment process, for example by automating certain tasks such as screening applicants or sending rejection letters. This frees up recruiters’ time so that they can concentrate on high added-value tasks, such as interviewing. AI is also used to prescreen CVs, by searching for keywords and ranking candidates according to their suitability for the job.
The first limitation of this automation is that these systems can miss qualified candidates if their CVs use a different language from that of the learning model. What’s more, these tools can reproduce certain previous biases if they are trained on poor quality databases. Amazon, for example, abandoned a recruitment tool that penalised female CVs, having been trained on predominantly male data. This shows how biased data can lead to discriminatory results, even if the system seems neutral. Without a human eye, these tools can reinforce prejudice.
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