AI-Enhanced Recruitment and its Effects on Diversity and Inclusion in Finland
Ashik, Imam (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023121236420
https://urn.fi/URN:NBN:fi:amk-2023121236420
Tiivistelmä
The use of artificial intelligence in recruitment systems is a rapidly growing technology that aims to eliminate unconscious prejudices and unfair treatment, particularly in the initial stages of evaluation.
This study undertook an extensive examination of AI-enhanced recruitment processes in the context of Finland. It involved data collection through questionnaires from 109 participants from different demographics, analyzing the gathered information to address the objectives, including the adoption of AI-driven recruitment tools in Finnish organizations, and scrutinizing applicants' familiarity and experiences with AI-driven recruitment. Additionally, it seeks to evaluate the perceived influence of ethnicity, citizenship, or historical background on job applications and hiring while assessing the role of AI-driven recruitment in fostering diversity and inclusion in the Finnish labor market. The responses were categorized based on respondents' familiarity with AI-driven recruitment, their perceptions of bias and diversity in the workplace, and any perceived impact of ethnicity, citizenship, or history on their job applications in Finland.
Findings indicated varying levels of familiarity with AI recruitment tools, with a substantial proportion expressing pressing concerns regarding potential biases in the hiring process. Furthermore, more than 70% of respondents emphasized the significance of diversity and inclusion in the workplace. Several non-Finnish respondents reported experiencing bias due to factors like language proficiency and nationality when applying for jobs in Finland.
This research contributes to a broader understanding of AI-driven recruitment practices, including resume screening, chatbots, and many more, highlighting the importance of reducing biases and promoting diversity in the labor market. However, the research acknowledges limitations related to sample representativeness, subjective self-reported data, and the contextual specificity of examining AI-driven recruitment's impact in Finland, cautioning against broad generalizations to other regions with distinct labor market dynamics.
Refinement of AI-driven recruitment tools to mitigate biases and enhance diversity should be prioritized by organizations in Finland, with a focus on providing ongoing training for recruiters to navigate the nuanced challenges. Additionally, the implementation of guidelines by policymakers is recommended to ensure responsible and inclusive AI usage in recruitment practices, fostering an environment that aligns with the values of diversity and non-discrimination.
This study undertook an extensive examination of AI-enhanced recruitment processes in the context of Finland. It involved data collection through questionnaires from 109 participants from different demographics, analyzing the gathered information to address the objectives, including the adoption of AI-driven recruitment tools in Finnish organizations, and scrutinizing applicants' familiarity and experiences with AI-driven recruitment. Additionally, it seeks to evaluate the perceived influence of ethnicity, citizenship, or historical background on job applications and hiring while assessing the role of AI-driven recruitment in fostering diversity and inclusion in the Finnish labor market. The responses were categorized based on respondents' familiarity with AI-driven recruitment, their perceptions of bias and diversity in the workplace, and any perceived impact of ethnicity, citizenship, or history on their job applications in Finland.
Findings indicated varying levels of familiarity with AI recruitment tools, with a substantial proportion expressing pressing concerns regarding potential biases in the hiring process. Furthermore, more than 70% of respondents emphasized the significance of diversity and inclusion in the workplace. Several non-Finnish respondents reported experiencing bias due to factors like language proficiency and nationality when applying for jobs in Finland.
This research contributes to a broader understanding of AI-driven recruitment practices, including resume screening, chatbots, and many more, highlighting the importance of reducing biases and promoting diversity in the labor market. However, the research acknowledges limitations related to sample representativeness, subjective self-reported data, and the contextual specificity of examining AI-driven recruitment's impact in Finland, cautioning against broad generalizations to other regions with distinct labor market dynamics.
Refinement of AI-driven recruitment tools to mitigate biases and enhance diversity should be prioritized by organizations in Finland, with a focus on providing ongoing training for recruiters to navigate the nuanced challenges. Additionally, the implementation of guidelines by policymakers is recommended to ensure responsible and inclusive AI usage in recruitment practices, fostering an environment that aligns with the values of diversity and non-discrimination.