Abstract:

The purpose of this study is to examine the driving force behind the use of digitalization in the recruiting and selection processes, as well as how it affects the reduction of biases. Given there is a gap in the literature about how well digital technologies work to reduce recruiting prejudices, this study is crucial for businesses aiming for fair and impartial hiring procedures. At the same time, the adoption of digital tools in hiring procedures has accelerated dramatically as a result of the COVID-19 epidemic. The methodology entails a thorough analysis of the body of knowledge regarding digitalization and its implications for eliminating prejudice in hiring procedures. The study's conclusions show how digitization, such as digital recruiting and artificial intelligence-powered objective assessments, has the potential to boost productivity, broaden diversity, and lessen bias in hiring. The key finding is that digital technologies can aid in the elimination of subjectivity and personal biases in candidate evaluation, resulting in more equitable and inclusive hiring decisions. To guarantee fairness and accuracy, it is essential to make sure that the algorithms and data used in these tools are diverse and frequently reviewed. The study also highlights how crucial it is to establish a balance between human and technological engagement in order to overcome issues with algorithmic decision-making and to build trust between job candidates and employees. Overall, the current paper advances the knowledge of the best ways to use digitalization to enhance fairness and diversity in hiring practices.