Automation of recruitment : Decision-making system design and review of legal implications

Sammanfattning: Today, more than ever, HR managers are faced with a high volume of candidate information for each job opening. Many companies already have an automated system in place. A number of these systems require an improvement in candidate screening efficiency, particularly in terms of time while addressing the complexities of bias mitigation and adherence to legal guidelines. During this research, we deal with the crucial task of automating the recruitment procedure through the design of a decision-making system. The primary objective is to discover the right balance between reducing bias and retaining accuracy at the same time while complying with the GDPR. The implementation of the automated system yields promising results, showcasing low bias while preserving satisfactory accuracy levels. This fulfillment holds huge implications for the destiny of hiring practices, promoting diversity and inclusivity while aligning with legal requirements for a more equitable workforce. This thesis highlights the potential of recruitment automation and underscores the importance of legal considerations for a fairer job marketplace empowered by technology.