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AI and the Future of IT Recruitment

Arvidsson, John LU and Eslind, Ludvig (2023) SYSK16 20231
Department of Informatics
Abstract
The use of artificial intelligence tools is rapidly increasing. Companies are now looking to use
AI for recruitment in order to try to ensure a more fair process. This thesis aims to answer the
question “How do recruiters in the Swedish IT sector perceive the effectiveness of AI tools in
mitigating bias within the recruitment process?”. While some recruiters see AI as a tool to
increase objectivity and fairness in applicant selection, others are cautious believing the lack
of transparency and explainability makes AI an unreliable resource. Previous literature
includes the prevalence of bias in recruitment, and explains the difference in bias between
different AI tools, but does not elaborate much of its perceived value by the... (More)
The use of artificial intelligence tools is rapidly increasing. Companies are now looking to use
AI for recruitment in order to try to ensure a more fair process. This thesis aims to answer the
question “How do recruiters in the Swedish IT sector perceive the effectiveness of AI tools in
mitigating bias within the recruitment process?”. While some recruiters see AI as a tool to
increase objectivity and fairness in applicant selection, others are cautious believing the lack
of transparency and explainability makes AI an unreliable resource. Previous literature
includes the prevalence of bias in recruitment, and explains the difference in bias between
different AI tools, but does not elaborate much of its perceived value by the human users
themselves, a large component in its practical application and value. To answer this question,
a quantitative analysis in the form of a questionnaire was conducted, and the responses
analyzed. Results show that recruiters trust in their own ability to identify bias, but not the
ability of others, pointing to human factors being the main reason for the emergence of bias in
recruiting and AI. AI tools are perceived as slightly more trustworthy, but are not deemed
effective in their current state. (Less)
Please use this url to cite or link to this publication:
author
Arvidsson, John LU and Eslind, Ludvig
supervisor
organization
alternative title
Addressing Bias within Hiring Processes
course
SYSK16 20231
year
type
M2 - Bachelor Degree
subject
keywords
Artificial Intelligence, Discrimination, Bias, Recruitment, IT.
language
English
id
9137143
date added to LUP
2023-09-12 10:18:35
date last changed
2023-09-12 10:18:35
@misc{9137143,
  abstract     = {{The use of artificial intelligence tools is rapidly increasing. Companies are now looking to use 
AI for recruitment in order to try to ensure a more fair process. This thesis aims to answer the 
question “How do recruiters in the Swedish IT sector perceive the effectiveness of AI tools in 
mitigating bias within the recruitment process?”. While some recruiters see AI as a tool to 
increase objectivity and fairness in applicant selection, others are cautious believing the lack 
of transparency and explainability makes AI an unreliable resource. Previous literature 
includes the prevalence of bias in recruitment, and explains the difference in bias between 
different AI tools, but does not elaborate much of its perceived value by the human users 
themselves, a large component in its practical application and value. To answer this question, 
a quantitative analysis in the form of a questionnaire was conducted, and the responses 
analyzed. Results show that recruiters trust in their own ability to identify bias, but not the 
ability of others, pointing to human factors being the main reason for the emergence of bias in 
recruiting and AI. AI tools are perceived as slightly more trustworthy, but are not deemed 
effective in their current state.}},
  author       = {{Arvidsson, John and Eslind, Ludvig}},
  language     = {{eng}},
  note         = {{Student Paper}},
  title        = {{AI and the Future of IT Recruitment}},
  year         = {{2023}},
}