In this article, we engage critically with the idea of promoting artificial intelligence (AI) technologies in recruitment as tools to eliminate discrimination in decision-making. We show that the arguments for using AI technologies to eliminate discrimination in personnel selection depend on presuming specific meanings of the concepts of rationality, bias, fairness, objectivity and AI, which the AI industry and other proponents of AI-based recruitment accept as self-evident. Our critical analysis of the arguments for relying on AI to decrease discrimination in recruitment is informed by insights gleaned from philosophy and methodology of science, legal and political philosophy, and critical discussions on AI, discrimination and recruitment. We scrutinize the role of the research on cognitive biases and implicit bias in justifying these arguments – a topic overlooked thus far in the debates about practical applications of AI. Furthermore, we argue that the recent use of AI in personnel selection can be understood as the latest trend in the long history of psychometric-based recruitment. This historical continuum has not been fully recognized in current debates either, as they focus mainly on the seemingly novel and disruptive character of AI technologies.

中文翻译：

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人工智能和招聘中的歧视性决策：挑战核心假设

在本文中，我们批判性地讨论了在招聘中推广人工智能（AI）技术作为消除决策中歧视的工具的想法。我们表明，使用人工智能技术消除人员选拔歧视的论点取决于对合理性、偏见、公平、客观性和人工智能概念的具体含义的假设，人工智能行业和其他基于人工智能的招聘支持者将其视为自我歧视。明显。我们对依靠人工智能减少招聘歧视的论点进行批判性分析，其依据是从科学哲学和方法论、法律和政治哲学以及关于人工智能、歧视和招聘的批判性讨论中收集到的见解。我们仔细研究了认知偏见和隐性偏见的研究在证明这些论点的合理性方面的作用——这是迄今为止在人工智能实际应用的辩论中被忽视的一个话题。此外，我们认为，最近人工智能在人员选拔中的使用可以被理解为基于心理测量的招聘的悠久历史中的最新趋势。这一历史连续性在当前的争论中也没有得到充分认识，因为它们主要关注人工智能技术看似新颖和颠覆性的特征。