Read this for and against essay carefully and choose the best answer for each question based either on structure or linking words or arguments.
Should Artificial Intelligence Be Used in Hiring Decisions?
Writing focus: Essay structure, linking devices, and arguments
Introduction
Artificial Intelligence (AI) is playing an increasingly important role in modern workplaces. One growing trend is the use of AI in recruitment, where algorithms are used to screen applications, analyze candidate behaviour, and even conduct video interviews. While some believe AI makes hiring faster and more objective, others warn it may lead to unfair outcomes and reduce the human aspect of decision-making. This essay will examine both sides of the argument.
Arguments in favour of AI in recruitment
One clear advantage of using AI in hiring is efficiency. Traditional recruitment processes often take weeks or months, especially when companies receive hundreds of applications. AI tools can automatically filter resumes and identify the most qualified candidates in a matter of seconds. As a result, businesses save time and money.
In addition, many supporters argue that AI makes recruitment more fair and consistent. Unlike human recruiters, who may be influenced by unconscious bias, AI can assess candidates purely on objective criteria, such as experience, skills, and qualifications. For example, some systems remove names and photos from applications to prevent discrimination based on gender or ethnicity. Therefore, AI has the potential to promote equality in hiring.
Arguments against AI in recruitment
On the other hand, there are several important reasons to be cautious. First, AI can still reflect human bias. If the system is trained on past data that contains discrimination, it may continue to favour certain groups over others. In fact, some well-known companies have had to stop using recruitment algorithms for this reason. Thus, the idea of fairness is not always guaranteed.
Secondly, many critics believe that hiring decisions require human judgment and empathy. AI may not understand a candidate’s unique experiences, personality, or soft skills—qualities that are essential in many jobs. Moreover, applicants might feel uncomfortable being judged by a machine rather than a person. In this way, the recruitment process may become impersonal and discouraging.
Conclusion
To sum up, AI in hiring offers benefits such as speed and objectivity, but it also raises concerns about bias and the loss of human connection. In order to use AI effectively, companies should combine technology with human decision-making and regularly check their systems for fairness. Ultimately, AI should assist recruiters—not replace them—so that hiring decisions remain both efficient and human-centered.
Writing focus: Essay structure, linking devices, and arguments
Introduction
Artificial Intelligence (AI) is playing an increasingly important role in modern workplaces. One growing trend is the use of AI in recruitment, where algorithms are used to screen applications, analyze candidate behaviour, and even conduct video interviews. While some believe AI makes hiring faster and more objective, others warn it may lead to unfair outcomes and reduce the human aspect of decision-making. This essay will examine both sides of the argument.
Arguments in favour of AI in recruitment
One clear advantage of using AI in hiring is efficiency. Traditional recruitment processes often take weeks or months, especially when companies receive hundreds of applications. AI tools can automatically filter resumes and identify the most qualified candidates in a matter of seconds. As a result, businesses save time and money.
In addition, many supporters argue that AI makes recruitment more fair and consistent. Unlike human recruiters, who may be influenced by unconscious bias, AI can assess candidates purely on objective criteria, such as experience, skills, and qualifications. For example, some systems remove names and photos from applications to prevent discrimination based on gender or ethnicity. Therefore, AI has the potential to promote equality in hiring.
Arguments against AI in recruitment
On the other hand, there are several important reasons to be cautious. First, AI can still reflect human bias. If the system is trained on past data that contains discrimination, it may continue to favour certain groups over others. In fact, some well-known companies have had to stop using recruitment algorithms for this reason. Thus, the idea of fairness is not always guaranteed.
Secondly, many critics believe that hiring decisions require human judgment and empathy. AI may not understand a candidate’s unique experiences, personality, or soft skills—qualities that are essential in many jobs. Moreover, applicants might feel uncomfortable being judged by a machine rather than a person. In this way, the recruitment process may become impersonal and discouraging.
Conclusion
To sum up, AI in hiring offers benefits such as speed and objectivity, but it also raises concerns about bias and the loss of human connection. In order to use AI effectively, companies should combine technology with human decision-making and regularly check their systems for fairness. Ultimately, AI should assist recruiters—not replace them—so that hiring decisions remain both efficient and human-centered.
1. What is the structural function of the second body paragraph?
2. What is the writer's main conclusion about AI in recruitment?
3. Why do critics oppose over-reliance on AI?
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