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Case 14: How Can AI Reduce Bias in Recruiting? (Interview with Polly, a Talent Matching Platform)

In: Strategic Human Resource Management and Employment Relations

Author

Listed:
  • Roberta Pinna

    (University of Cagliari)

  • Gianfranco Cicotto

    (Universitas Mercatorum)

Abstract

Unconscious bias is a massive problem in the workplace, especially in recruitment, promotion, and performance management and is a significant barrier in efforts to improve diversity and inclusion. Moreover, one of the most crucial sources of competitive advantage is based on human resource efforts through attracting and retaining talented individuals. Competitiveness in recruitment has led organizations to spend more time, effort, and resources in developing tools for the efficient selection of employees with the required skills and aptitude to meet current and future organizational needs (Albert E., 2019; Stone et al., 2015). So how can technology, data, and science help? And what steps does it need to take to minimize bias through technologies like artificial intelligence (AI) rather than perpetuate it? That’s the topic for this week’s podcast, where my guest is Polly, a talent matching platform. With Polly, we will try to understand how AI and behavioral science can help companies reduce bias in recruiting and finding the right person for the right place.

Suggested Citation

  • Roberta Pinna & Gianfranco Cicotto, 2022. "Case 14: How Can AI Reduce Bias in Recruiting? (Interview with Polly, a Talent Matching Platform)," Springer Texts in Business and Economics, in: Ashish Malik (ed.), Strategic Human Resource Management and Employment Relations, edition 2, pages 327-332, Springer.
    • Handle: RePEc:spr:sptchp:978-3-030-90955-0_30
    DOI: 10.1007/978-3-030-90955-0_30
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