Document Type

Article

Publication Date

2025

Publication Title

Consulting Psychology Journal

Abstract

Although still in its infancy, the proliferation of artificial intelligence (AI) in personnel selection has sparked concerns regarding potential implications for bias, fairness, discrimination, and unethical decision-making. This article delves into the complex issue of AI-based personnel selection as it pertains to the preceding concerns, exploring key definitions, bias-assessment methodologies, legal frameworks, professional and government considerations, and ethical dilemmas unique to AI-based selection. The critical role of consulting and industrial-organizational psychologists in ensuring fairness, validity, and nondiscrimination in the selection process is emphasized. The need for transparency, informed consent, and a holistic consideration of diversity/validity in the design of AI-based selection systems is explored. The role of an applied independent auditor, impartial and objective, is discussed in the context of maintaining ethical standards and mitigating conflicts of interest in auditing AI-driven selection processes. Ultimately, this article underscores the multifaceted nature of managing AI-based selection, calling for interdisciplinary collaboration, ethical prudence, and ongoing scrutiny to ensure the responsible use of AI-based methodologies in personnel selection. What's It Mean? Implications for Consulting Psychology Concerns exist that artificial intelligence- (AI-) powered hiring tools can perpetuate bias, potentially disadvantaging marginalized groups. Focusing on legal, ethical, and professional considerations, this article explores practical methods for identifying and mitigating bias within AI-based systems. It emphasizes the crucial role of consulting and industrial-organizational psychologists and human resource managers in ensuring responsible AI implementation for a fairer and more ethical workplace.

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