The ethics of artificial intelligence in recruiting: balancing efficiency, fairness, and human rights

Abstract

This article examines the ethics of using artificial intelligence in the recruitment and selection processes, with an emphasis on the balance between effectiveness of recruitment services, fairness of candidate evaluation and guarantees of human rights. The study aims at reviewing existing academic and practical sources systematically, identifying key risks such as algorithmic bias, lack of decision transparency, reduced candidate autonomy and privacy violations, and analyzing the conditions under which the use of AI in recruiting can be considered ethical. Using the method of systematic literature review and qualitative analysis for practices, the paper proposes a theoretical framework of five key ethical principles (validity, autonomy, non-discrimination, privacy, transparency) and formulates recommendations for HR specialists, developers of AI tools and company management. The paper has theoretical significance due to expended discussion about the ethics of AI in recruiting through the prism of human rights, and the practical value lies in providing guidance for introduction of AI tools to minimize risks. The findings demonstrate that AI in recruiting is not unethical in itself, but it becomes problematic in the absence of human control, insufficient verification of algorithms, lack of transparency and respect for candidates' rights.