As more employers turn to artificial intelligence to screen job applications, there is growing concern that AI could amplify biases and limit newcomers’ chances of getting hired. This issue is particularly pressing for immigrants and refugees who already face challenges in the Canadian job market.
How AI Screening Works
AI-powered applicant tracking systems (ATS) are used by many companies to filter resumes and rank candidates. These systems learn from historical hiring data, which can reflect existing biases against certain groups. For example, if a company has historically hired few newcomers, the AI may learn to deprioritize resumes with foreign experience or non-traditional names.
The Impact on Newcomers
Newcomers often have qualifications and experience from other countries that may not be recognized by AI systems. Additionally, AI may penalize gaps in Canadian work experience or non-standard career paths. This can lead to qualified candidates being overlooked for jobs they are well-suited for.
Calls for Regulation
Advocates are calling for greater transparency and regulation of AI hiring tools. Some provinces are considering legislation that would require employers to disclose when AI is used in hiring and allow candidates to appeal decisions. Until then, newcomers are advised to tailor their resumes to include keywords from job descriptions and highlight local experience.
What Employers Can Do
Employers can take steps to reduce bias by auditing their AI systems regularly, using diverse training data, and combining AI with human oversight. By doing so, they can ensure that AI helps rather than hinders diversity and inclusion in the workplace.
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