AI + DEIB: Can Artificial Intelligence make hiring more human?

Bias in hiring remains one of the most persistent challenges in talent acquisition. Despite years of focus on DEIB (diversity, equity, inclusion, and belonging)-and ultimately making the hiring process fairer for all-, many hiring processes still favor credentials over capabilities, referrals over reach, and subjective impressions over structured evaluation. With pressure to move fast, build diverse teams, and make every hire count, many organizations are asking a new question: can artificial intelligence actually make hiring more human?

What does DEIB mean in hiring today?

When people ask what DEIB is or what DEI means in practice, the answer is increasingly tied to systems, not just values. Diversity, equity, inclusion, and belonging in the workplace used to live mostly in training sessions or employee resource groups. Today, DEIB starts at the top of the hiring funnel. It is about who sees your job posting, who makes it through screening, and who gets a real chance to compete. Unfortunately, most hiring tools are not built for this kind of equity. Applicant tracking systems and applicant tracking software like SmartRecruiters are helpful for organizing resumes but still rely heavily on keyword filters, career paths, and degrees that often reflect privilege more than potential. This makes it difficult for companies to meet fair hiring goals, even when they are committed to change.

Where traditional hiring falls short

Most hiring teams begin by searching personal networks or relying on referrals. While this can surface a few trusted candidates, it also narrows the talent pool. It makes it harder to build a diverse workforce and nearly impossible to scale equitable hiring practices.Even with an ATS in place, the core challenge remains. Applicant tracking systems are not designed to assess real-world skills or surface high-potential candidates from underrepresented backgrounds. They are built for compliance and workflow, not for inclusion or equity.

A new approach: AI for recruiting with equity at the center

AI for recruiting has the potential to reduce bias, expand access, and help companies make smarter and fairer hiring decisions. The key is ethical AI that prioritizes transparency, accountability, and standardized hiring practices.AI-powered hiring tools like CLARA and others are changing how teams approach screening and evaluation. These tools help hiring teams assess qualities like adaptability, learning agility, and distance traveled rather than defaulting to pedigree or keyword matches. Some systems like CLARA can remove identifying information, standardize candidate evaluations, and create a more consistent experience for every applicant, further reducing bias.When used responsibly, AI does not replace human judgment. Instead, it supports better decisions by helping hiring teams focus on what actually matters for job success.

Making hiring more inclusive without slowing down

The promise of AI is not just speed. It is the ability to build hiring systems that reflect how people learn, grow, and contribute. AI can help companies scale hiring while maintaining fairness. It can open doors for candidates who are often overlooked and provide hiring teams with tools to evaluate talent in a deeper and more equitable way.Of course, not all AI is created equal. The future of ethical AI in hiring depends on how well it is tested, how openly it is explained, and how committed its creators are to advancing DEIB outcomes.If designed and implemented with purpose, AI can help remove bias, reduce noise, and allow hiring teams to spend more time connecting with candidates instead of screening resumes. It can support every DEI hire by ensuring that each candidate is evaluated fairly and consistently.Artificial intelligence will not fix hiring bias overnight. But when used ethically it can help organizations build more inclusive and equitable systems that support both business outcomes and human potential.