Algorithmic Hiring

Automated screening tools are now widely used to shortlist job applicants, and their vendors often present procedural transparency as a guarantee of fairness. This article examines that claim. We analyse 46 hiring systems used by mid-sized employers, combining audits of published decision rules with interviews of recruiters and applicants. We find that making a procedure visible does not prevent unequal outcomes when the data used to train or tune the tool reflect earlier patterns of exclusion. Applicants also read transparency differently from designers: many treated detailed scoring explana…