Digital Transformation in Recruitment: The Use of AI and Ethical Boundaries

The world of human resources has been undergoing a major transformation with the rise of digital technologies. In particular, Artificial Intelligence (AI) is revolutionizing recruitment processes—accelerating decision-making and uncovering candidate profiles that might otherwise be overlooked. Yet, alongside its advantages, the use of AI in hiring raises critical ethical and legal concerns. In this article, we explore both the potential and the limitations of AI-driven recruitment.

How Is AI Changing Recruitment?

Traditional recruitment processes often relied on time-consuming manual steps: CV screening, phone interviews, and subjective evaluations. With AI, these steps are increasingly automated:

• Resume screening is now automated: AI tools can scan and filter hundreds of applications in seconds.
• Pre-screening interviews go virtual: Chatbots and video analysis software conduct initial interviews without human intervention.
• Predictive analytics enhance decision-making: Algorithms attempt to forecast a candidate’s cultural fit, retention likelihood, and performance.
• Bias reduction is claimed: In theory, AI can help eliminate human bias and create more objective hiring decisions.

Where Do Ethical Boundaries Begin?

Despite these innovations, the use of AI in recruitment introduces a number of risks and ethical dilemmas:

• Data privacy concerns: Companies must clearly disclose how candidate data is collected, stored, and used.
• Algorithmic bias: AI models can replicate the biases present in their training data. For example, if past hires favored men over women, the AI may adopt the same bias.
• Lack of transparency: Candidates may be eliminated without knowing the criteria used in the decision-making process. This creates accountability challenges.
• Legal compliance: Regulations such as the EU’s AI Act are beginning to define legal boundaries for the use of AI in hiring. In Turkey, similar considerations apply under KVKK (the Turkish Data Protection Law).

How Can We Strike the Right Balance?

While leveraging AI in recruitment is becoming essential, organizations must uphold certain principles:

• Retain human oversight: Final hiring decisions should not be left solely to machines.
• Ensure transparency: Candidates should be informed about the evaluation process and the role of AI tools.
• Comply with data ethics: Personal data must be collected with clear consent and managed in accordance with applicable privacy laws.
• Audit AI systems: Regularly monitor and test algorithms to identify and minimize bias or unfair outcomes.