FROM BIAS TO BRILLIANCE: LEVERAGING AI TO REDUCE THE BIAS IN HIRING

In the quickly changing field of talent acquisition and human resources, the effect of artificial intelligence(henceforth, AI) on biases in hiring has become an important and revolutionary field of research. Thus, thepurpose of this study is to critically assess how AI use affects hiring prejudices, especially in the context ofChina. A poll of 423 respondents employed in the manufacturing industry was used to get the data. We employmultiple diagnostics (such as reliability and collinearity tests) and a cross-sectional dataset. The empirical resultsobtained through the use of multiple regression approaches indicated that Al usage is changing the employmentprocess by providing creative ways to address prejudices that have dominated it for many years. However, inaddition to the usage of AI, human interaction is essential in the hiring process. While AI can effectively handleactivities like data analysis and applicant screening, human judgment adds crucial elements to the hiringprocess. Human recruiters are able to evaluate a candidate's emotional intelligence, cultural fit, and soft skillsbecause these attributes are Challenging to comprehend AI. The study's policy implications suggest thatcompanies might develop a hiring process that is not just efficient and objective but also thoughtful, moral, andin line with the company's beliefs and objectives by fusing the advantages of AI efficiency with human intuition.