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AI is transforming how organizations attract and hire talent. But there’s a growing disconnect between innovation and trust: 66% of U.S. adults say they wouldn’t apply for a job if AI helped make the hiring decision.
For HR leaders, that’s the challenge and the opportunity. AI isn’t going away, but how you use it will define your credibility. The real question is simple: Can you explain the decisions your technology makes? Because candidates, employees, and regulators already expect you to.
When algorithms take the wheel
In 2014, Amazon built an AI hiring system that quickly learned to favor men because it was trained on resumes from mostly male candidates. It penalized words like “women’s” and downgraded graduates of women’s colleges. The project was abandoned, but the message was clear: letting machines make hiring decisions comes with consequences.
This trend, combined with the negative sentiment from candidates regarding AI in hiring, points to a significant and growing lack of trust. Employers who rely too heavily on AI for selection face an increasing perception problem.
The illusion of smart hiring tools
This trust gap reveals more than hesitation. It highlights how candidates see AI-driven hiring as impersonal and
