This paper looks at how using algorithms in recruitment can reveal some exciting opportunities but also ethical risks. Understanding candidates’ perceptions on the use of algorithms in recruitment helps businesses mitigate the negative viewpoints and improve candidate experience when using AI to select talent. 

To continue reading, log in or become a member

Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.

  • Access to exclusive, up-to-date resources
  • Become part of a community to learn, debate and connect with other people professionals
  • Free access to a series of CIPD learning courses and a discount on the rest of our catalogue
Instant access Explore membership

Reviewed by

Rebecca Peters, Senior Policy and Practice Advisor, CIPD

Rebecca joined the CIPD research team in 2019, with experience as both a practitioner and a researcher in health and wellbeing at work. Now, Rebecca’s focus at the CIPD is developing HR practice and capability through research-driven projects. Rebecca has a master’s degree in occupational psychology and applies psychological theory to the workplace to create positive change, where both people and businesses can thrive.

  • Thought leadership

    How to future-proof skills as AI reshapes work

    AI is already reshaping how work is done, and organisations are looking for practical ways to support continual upskilling – not one-off training, but approaches that evolve alongside how AI is used in practice.

  • Podcast

    From AI experimentation to AI maturity

    The era of AI experimentation is beginning to give way to a more pressing organisational challenge – how to scale adoption in a way that is joined up, responsible and capable of delivering real value and return on investment. But what does AI maturity look like in practice?

    • All Bitesize research