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Ethical Considerations in AI-Based Recruitment
14 references·16 citing·44 second hop
Ethical Considerations in AI-Based Recruitment (2019)Ethical Considerations in AI-Based Recrui…Fairness Constraints: A Flexible Approach for Fair Classification (2019)Fairness Constraints: A Flexi…The Measure and Mismeasure of Fairness (2018)The Measure and Mismeasure of…Fairness definitions explained (2018)Fairness definitions explainedBeyond Distributive Fairness in Algorithmic Decision Making: Feature Selection for Procedurally Fair Learning (2018)Beyond Distributive Fairness …AI Fairness 360: An Extensible Toolkit for Detecting, Understanding, and Mitigating Unwanted Algorithmic Bias (2018)AI Fairness 360: An Extensibl…Aequitas: A Bias and Fairness Audit Toolkit (2018)Aequitas: A Bias and Fairness…FairTest: Discovering Unwarranted Associations in Data-Driven Applications (2017)FairTest: Discovering Unwarra…Fairness Beyond Disparate Treatment & Disparate Impact: Learning Classification without Disparate Mistreatment (2016)Fairness Beyond Disparate Tre…Big Data's Disparate Impact (2014)Big Data's Disparate ImpactFairness through awareness (2012)Fairness through awarenessThe Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates (2003)The Use of Technologies in th…The Perceived Fairness of Selection Systems: An Organizational Justice Perspective (1993)The Perceived Fairness of Sel…THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)THE BIG FIVE PERSONALITY DIME…Cognitive ability, cognitive aptitudes, job knowledge, and job performance (1986)Cognitive ability, cognitive …Reducing AI bias in recruitment and selection: an integrative grounded approach (2025)Reducing AI bias in recruitme…Is artificial intelligence (AI) research biased and conceptually vague? A systematic review of research on bias and discrimination in the context of using AI in human resource management (2025)Is artificial intelligence (A…AI Hiring with LLMs: A Context-Aware and Explainable Multi-Agent Framework for Resume Screening (2025)AI Hiring with LLMs: A Contex…AI ethics in action: a circular model for transparency, accountability and inclusivity (2025)AI ethics in action: a circul…Identifying and Improving Disability Bias in GPT-Based Resume Screening (2024)Identifying and Improving Dis…Fairness, AI & recruitment (2024)Fairness, AI & recruitmentChallenges of responsible AI in practice: scoping review and recommended actions (2024)Challenges of responsible AI …Recruiter's perception of artificial intelligence (AI)-based tools in recruitment (2023)Recruiter's perception of art…How AI developers can assure algorithmic fairness (2023)How AI developers can assure …E-Recruitment using Artificial Intelligence as Preventive Measures (2023)E-Recruitment using Artificia…Are Two Heads Better Than One in AI-Assisted Decision Making? Comparing the Behavior and Performance of Groups and Individuals in Human-AI Collaborative Recidivism Risk Assessment (2023)Are Two Heads Better Than One…Is AI recruiting (un)ethical? A human rights perspective on the use of AI for hiring (2022)Is AI recruiting (un)ethical?…Applying XAI to an AI-based system for candidate management to mitigate bias and discrimination in hiring (2022)Applying XAI to an AI-based s…I agree with the decision, but they didn't deserve this (2021)I agree with the decision, bu…AI-enabled Enterprise Information Systems for Manufacturing (2021)AI-enabled Enterprise Informa…A Systematic Review of Fairness in Artificial Intelligence Algorithms (2021)A Systematic Review of Fairne…A BEHAVIORAL MODEL OF RATIONAL CHOICE (1955)Handbook of Industrial and Organizational Psychology. (1977)Handbook of industrial and organizational psychology (1993)Understanding Procedural Justice and Its Impact on Business Organizations (2000)Internet Users' Information Privacy Concerns (IUIPC): The Construct, the Scale, and a Causal Model (2004)Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. (2005)Validation of the five-factor model of personality across instruments and observers. (1987)Personality Structure: Emergence of the Five-Factor Model (1990)An Introduction to the Five‐Factor Model and Its Applications (1992)The Big Five Trait taxonomy: History, measurement, and theoretical perspectives. (1999)Grit: Perseverance and passion for long-term goals. (2007)Incorporating Fairness into Game Theory and Economics (2011)How the machine ‘thinks’: Understanding opacity in machine learning algorithms (2016)Princeton University Press (2017)Semantics derived automatically from language corpora contain human-like biases (2017)A Survey on Bias and Fairness in Machine Learning (2021)PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT (1991)THE IMPORTANCE OF RECRUITMENT IN JOB CHOICE: A DIFFERENT WAY OF LOOKING (1991)Personnel Selection (2007)Social Networking Websites, Personality Ratings, and the Organizational Context: More Than Meets the Eye?1 (2012)Big data and HR analytics in the digital era (2019)Signs, samples, and criteria. (1968)Validity and utility of alternative predictors of job performance. (1984)Relating member ability and personality to work-team processes and team effectiveness. (1998)The Determinants of Earnings: A Behavioral Approach (2001)Academic Performance, Career Potential, Creativity, and Job Performance: Can One Construct Predict Them All? (2004)Fair Prediction with Disparate Impact: A Study of Bias in Recidivism Prediction Instruments (2017)Fairness in Machine Learning: Lessons from Political Philosophy (2017)Fairness of Exposure in Rankings (2018)Where fairness fails: data, algorithms, and the limits of antidiscrimination discourse (2019)Equality of Opportunity in Supervised Learning (2016)Bias in data‐driven artificial intelligence systems—An introductory survey (2020)Algorithmic Bias in Education (2021)Fairness and Bias in Artificial Intelligence: A Brief Survey of Sources, Impacts, and Mitigation Strategies (2023)Gender Shades: Intersectional Accuracy Disparities in Commercial Gender Classification (2018)The ethics of algorithms: key problems and solutions (2021)Algorithmic fairness in education (2022)Transparency and accountability in AI systems: safeguarding wellbeing in the age of algorithmic decision-making (2024)Certifying and Removing Disparate Impact (2015)Mitigating Unwanted Biases with Adversarial Learning (2018)FactSheets: Increasing trust in AI services through supplier's declarations of conformity (2019)A High-Level Overview of AI Ethics (2020)The ethics of algorithms: Mapping the debate (2016)Dissecting racial bias in an algorithm used to manage the health of populations (2019)
this work references cited by second hop

References

  • 1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS8,686 cited
  • 2012Fairness through awareness3,501 cited
  • 2014Big Data's Disparate Impact3,046 cited
  • 1993The Perceived Fairness of Selection Systems: An Organizational Justice Perspective1,182 cited
  • 2018Fairness definitions explained1,125 cited
  • 1986Cognitive ability, cognitive aptitudes, job knowledge, and job performance989 cited
  • 2016Fairness Beyond Disparate Treatment & Disparate Impact: Learning Classification without Disparate Mistreatment559 cited
  • 2018The Measure and Mismeasure of Fairness445 cited
  • 2018AI Fairness 360: An Extensible Toolkit for Detecting, Understanding, and Mitigating Unwanted Algorithmic Bias437 cited
  • 2003The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates303 cited
  • 2018Aequitas: A Bias and Fairness Audit Toolkit208 cited
  • 2018Beyond Distributive Fairness in Algorithmic Decision Making: Feature Selection for Procedurally Fair Learning184 cited
  • 2019Fairness Constraints: A Flexible Approach for Fair Classification184 cited
  • 2017FairTest: Discovering Unwarranted Associations in Data-Driven Applications171 cited

Cited by

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2021
AI-enabled Enterprise Information Systems for Manufacturing
132 cited
  • 2024Fairness, AI & recruitment117 cited
  • 2022Is AI recruiting (un)ethical? A human rights perspective on the use of AI for hiring111 cited
  • 2022Applying XAI to an AI-based system for candidate management to mitigate bias and discrimination in hiring96 cited
  • 2023Recruiter's perception of artificial intelligence (AI)-based tools in recruitment95 cited
  • 2024Challenges of responsible AI in practice: scoping review and recommended actions80 cited
  • 2024Identifying and Improving Disability Bias in GPT-Based Resume Screening79 cited
  • 2021I agree with the decision, but they didn't deserve this59 cited
  • 2023Are Two Heads Better Than One in AI-Assisted Decision Making? Comparing the Behavior and Performance of Groups and Individuals in Human-AI Collaborative Recidivism Risk Assessment59 cited
  • 2025Reducing AI bias in recruitment and selection: an integrative grounded approach59 cited
  • 2025AI ethics in action: a circular model for transparency, accountability and inclusivity54 cited
  • 2025AI Hiring with LLMs: A Context-Aware and Explainable Multi-Agent Framework for Resume Screening37 cited
  • 2023E-Recruitment using Artificial Intelligence as Preventive Measures37 cited
  • 2021A Systematic Review of Fairness in Artificial Intelligence Algorithms36 cited
  • 2023How AI developers can assure algorithmic fairness34 cited
  • 2025Is artificial intelligence (AI) research biased and conceptually vague? A systematic review of research on bias and discrimination in the context of using AI in human resource management30 cited