Bias in a recruiting process is not only detrimental to an organization's diversity efforts; it also has business implications. According to McKinsey, companies fail to choose the candidate with the right talent for management roles 82% of the time. Why? Because systemic, unintentional and pervasive biases mean the employer team is relying on opinions, rather than fact.

There are a number of core principles for de-biasing a recruiting process – and AI has the potential to be disruptive to that process in both positive and negative ways. When de-biasing the recruiting process, we begin by walking through from beginning to end, and understanding where decisions are being made and how biases could shape those decisions.