Hiring & Screening
1 gain0 Traces5 problems
Every measured gain and problem on the record for this topic, newest first.Too few to weigh yet. Updated .
One square per record, darker for stronger evidence:Evidence: 0 high2 moderate4 emerging
6 records so far, too few to weigh yet. Is your study missing? Add it
AI in hiring and screening
A Trace is one record with both a gain and a problem, so it counts on both sides: 1 record shows a gain and 5 show a problem. 6 context records are in the record list but not counted, because they report no measured gain or problem.
| Evidence | Gain side | Problem side |
|---|---|---|
| HighStrong study design, backed by at least two independent sources | 0 | 0 |
| ModerateA measured study or an official source | 0 | 2 |
| EmergingEarly, small, unreviewed or reported second-hand | 1 | 3 |
By type of evidence: 2 interview studies; 1 news report; 1 commentary or narrative review; 1 survey; 1 randomized trial. How evidence is scored
6 records so far, too few to weigh yet. A written summary appears once a topic has at least 20 counted records, with at least 5 on each side. Is your study missing? Add it
One founder reportedly met 11 senior candidates in a week and saved about Rs 1 crore in recruiter fees using AI tools, per a secondhand account on X; no hire is confirmed.
In four experiments with 4,439 people, employees described as using AI were rated lazier than those with no help or non-AI help, and managers who rarely used AI favored candidates who never used it.
In an Institute of Student Employers survey, 66% of respondents said at least one graduate had misused AI in an interview, and 92% suspected or confirmed misconduct overall, up from 85% and 78%.
An ethnographic study at one large international company found that introducing AI in hiring crowded out expert practices for judging fairness, leaving HR's own version of fairness as the dominant one.
12 records
An ethnographic study of the human resources department at a large international company examined what happened when AI was introduced into hiring. Researchers found that the technology crowded out expert practices of performing fairness, leaving the version of fairness enacted by HR as the dominant one.
Journal of Management Studies
Published November 11, 2025, this peer-reviewed paper examines how AI, RPA, blockchain, and immersive technologies are redefining strategic human resource management.
A founder hiring for three vice-president and C-suite roles in a regulated industry reportedly used AI tools instead of an executive search firm.
Researchers interviewed nursing applicants and nurse educators in South Korea about AI-based competency assessments already built into nurse recruitment.
A teaching student who applied for a preschool education job at a not-for-profit kindergarten was shortlisted, then found the interview would be run by an AI assistant over video.
A survey by the Institute of Student Employers found that 92% of member employers suspected or confirmed misconduct in graduate selection, up from 85% and 78% in the two preceding years.
In August 2026, Forbes reported on new LinkedIn data showing women account for just 26% of AI hires. The article characterizes the disparity as a design flaw in hiring and retention systems rather…
Four preregistered online experiments with 4,439 participants found that using AI at work carries a social cost. In Study 1, 500 participants imagining use of a generative AI tool expected to be seen…
Published 19 November 2025, this peer-reviewed review in Administrative Sciences consolidates recent literature on technology-driven change in human resource management.
Published April 8 2024, this peer-reviewed scoping review examines how AI is being adopted in recruitment and selection to enhance HR efficiency, and how that adoption prompts worries about…
A December 2025 review in Human Relations examined the growing use of artificial intelligence in recruitment and hiring and its implications for organizational inequalities.
Published 12 February 2026 in Societies, this peer-reviewed article analyzes how algorithmic systems in employment screening, welfare administration, and digital platforms function as social and…
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