Related papers: The Gatekeeper Effect: The Implications of Pre-Scr…
Over the past two decades, the notion of implicit bias has come to serve as an important component in our understanding of discrimination in activities such as hiring, promotion, and school admissions. Research on implicit bias posits that…
Although systematic biases in decision-making are widely documented, the ways in which they emerge from different sources is less understood. We present a controlled experimental platform to study gender bias in hiring by decoupling the…
When generative AI (genAI) systems are used in high-stakes decision-making, its recommended role is to aid, rather than replace, human decision-making. However, there is little empirical exploration of how professionals making high-stakes…
How do socioeconomically unequal screening practices impact access to elite firms and what policies might reduce inequality? Using personnel data from elite U.S. and European multinational corporations recruiting from an elite Indian…
In the process of evaluating competencies for job or student recruitment through material screening, decision-makers can be influenced by inherent cognitive biases, such as the screening order or anchoring information, leading to…
This paper investigates the application of artificial intelligence (AI) in early-stage recruitment interviews in order to reduce inherent bias, specifically sentiment bias. Traditional interviewers are often subject to several biases,…
Automated recruitment tools are proliferating. While having the promise of improving efficiency, various risks, including bias, challenges the potential of these tools. An in-depth understanding of the perceived risk factors and needs from…
As Generative AI rises in adoption, its use has expanded to include domains such as hiring and recruiting. However, without examining the potential of bias, this may negatively impact marginalized populations, including people with…
The recruitment process significantly impacts an organization's performance, productivity, and culture. Traditionally, human resource experts and industrial-organizational psychologists have developed systematic hiring methods, including…
Artificial intelligence is used at various stages of the recruitment process to automatically select the best candidate for a position, with companies guaranteeing unbiased recruitment. However, the algorithms used are either trained by…
Consider an actor making selection decisions using a series of classifiers, which we term a sequential screening process. The early stages filter out some applicants, and in the final stage an expensive but accurate test is applied to the…
Many companies and organizations have started to use some form of AIenabled auto mated tools to assist in their hiring process, e.g. screening resumes, interviewing candi dates, performance evaluation. While those AI tools have greatly…
We study the role of correlation in matching markets, where multiple decision-makers simultaneously face selection problems from the same pool of candidates. We propose a model in which a candidate's priority scores across different…
Scoring models support decision-making in financial institutions. Their estimation and evaluation are based on the data of previously accepted applicants with known repayment behavior. This creates sampling bias: the available labeled data…
Each year, selective American colleges sort through tens of thousands of applications to identify a first-year class that displays both academic merit and diversity. In the 2023-2024 admissions cycle, these colleges faced unprecedented…
Recent years have seen rapid growth in the market for HR technology and AI-driven HR solutions in particular. This popularity has also resulted in increased attention to the negative aspects of using AI to support hiring practices, such as…
Artificial Intelligence (AI) has been used extensively in automatic decision making in a broad variety of scenarios, ranging from credit ratings for loans to recommendations of movies. Traditional design guidelines for AI models focus…
We investigate whether LLMs display a well-known human cognitive bias, the attraction effect, in hiring decisions. The attraction effect occurs when the presence of an inferior candidate makes a superior candidate more appealing, increasing…
Artificial intelligence (AI) is increasingly used in recruitment, yet empirical evidence quantifying its impact on hiring efficiency and candidate selection remains limited. We randomly assign 37,000 applicants for a junior-developer…
In this study, we conduct a resume-screening experiment (N=528) where people collaborate with simulated AI models exhibiting race-based preferences (bias) to evaluate candidates for 16 high and low status occupations. Simulated AI bias…