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New research from the Monash Business School has found that throughout the job recruitment process, women believe artificial intelligence assessments reduce bias, while men fear it removes an advantage.

Professor Andreas Leibbrandt, from the Department of Economics, investigated how artificial intelligence recruitment tools affect existing biases in recruitment and argued whether there was a way to dismantle the barriers that prevent underrepresented groups from reaching their full potential in achieving their desired roles.

"People in minority groups have inferior market outcomes, they earn less, they have a harder time finding and keeping a job. It's important to understand why that is the case so that we can identify and remove the barriers," Professor Leibbrandt said.

One major hurdle lies in the recruitment process itself, which is undergoing a shift alongside the rise of AI. "We know that a large majority of organizations now use AI in their recruitment process," he said.

To uncover recruitment barriers, the first-of-its-kind study focused on the two key areas of applicant behavior and recruiter bias.

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