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Abstract In this article, we examine the state-of-the-art and current applications of artificial intelligence (AI), specifically for human resources (HR). We study whether, due to the experimental state of the algorithms used and the nature of training and test samples, a further control and auditing in the research community is necessary to guarantee fair and accurate results. In particular, we identify the positive and negative consequences of the usage of video-interview analysis via AI in recruiting processes as well as the main machine learning techniques used and their degrees of efficiency. We focus on some controversial characteristics that could lead to ethical and legal consequences for candidates, companies and states regarding discrimination in the job market (e.g. gender and race). There is a lack of regulation and a need for external and neutral auditing for the type of analyses done in interviews. We present a multi-agent architecture that aims at total legal compliance and more effective HR processes management.
Fernández-Martínez et al. (Thu,) studied this question.