Redesigning artificial intelligence algorithms to support an efficient, balanced, and objective hiring process is becoming a critical step in achieving and maintaining a competitive advantage in the labor market. This paper aims to highlight the importance of stored data and information generated by individuals, whose neutrality and objectivity cannot always be determined, and which, as such, influence AI algorithms. In this context, the potential ethical and discriminatory implications of using AI in attracting and selecting qualified candidates are examined. The paper underscores the relevance of implementing artificial intelligence in human resource management by promoting fairness, inclusivity, and employee well-being while minimizing potential legal and ethical risks. Its contribution lies in advocating for AI adoption across all stages of the hiring process, while also encouraging both employers and job seekers to maximize AI’s potential to achieve their respective goals. To reinforce ethical standards and principles, the paper addresses the issue of assigning responsibility and certifying practitioners, thereby fostering long-term sustainability and broader societal well-being. Theoretical and practical significance is reflected in the paper’s conceptualization as a stable foundation for future scientific and research advancements on the impact and application of artificial intelligence in employment processes.
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