The study audits demographic leakage in German-language resumes generated by large language models. Using ChatGPT, Gemini, and Qwen 3 variants, the authors generate resumes from anonymized profiles, varying only gender- and ethnicity-associated names while keeping qualifications constant. Even after anonymization and gender-neutralization, classifiers can reliably distinguish male- from female-generated resumes, driven by subtle differences in gender-neutral terminology rather than overtly gendered wording; ethnicity-related leakage remains weak.
By Charlotte Leininger, Helena Veit, Matthias A{\ss}enmacher, Andreas Bender
arXiv:2507. 11548v3 Announce Type: replace-cross Abstract: The use of publicly available generative AI systems for resume evaluation is often justified by the assumption that these tools reduce bias relative to human judgment.
By Kevin T Webster
arXiv:2604.19984v2 Announce Type: replace-cross
Abstract: Research has documented LLMs' name-based bias in hiring and salary recommendations. In this paper, we instead consider a setting where LLMs g...
By Huy Nghiem, Phuong-Anh Nguyen-Le, Sy-Tuyen Ho, Hal Daume III
arXiv:2510. 21011v3 Announce Type: replace-cross Abstract: As generative AI tools are increasingly used to portray people in professional roles, understanding their racial and gender representational biases is critical.
By Ilona van der Linden, Sahana Kumar, Arnav Dixit, Aadi Sudan, Smruthi Danda, David C. Anastasiu, Kai Lukoff
arXiv:2607. 20073v1 Announce Type: new Abstract: AI-based recruitment systems that rely on machine learning models trained on historical CV data, risk perpetuating and amplifying social biases.
By Farnaz Faramarzi Lighvan, Lynn Houthuys
Large language models (LLMs) are increasingly deployed in hiring workflows, yet most research on gender bias in LLM hiring decisions has focused on English-language, Western-format resumes. This study examines whether pro-female gender bias extends to a Japanese corporate context and evaluates two practical mitigation strategies.
The paper reports the first systematic audit of open‑weight large language models (LLMs) in hiring contexts, examining how job‑posting language influences recruiter and job‑seeker simulations across six models. It finds that agentic language lowers recruiter scores for female candidates while communal language mitigates this effect, and that coded‑exclusion language sharply reduces recruiter scores for non‑White candidates and discourages non‑White personas from applying. The study also identifies the explicit demographic label as the main causal factor and proposes a concrete pre‑deployment audit protocol aligned with EU and U.S. regulatory requirements.
By Kosuke Kitahara, Nobuhiro Yamaguchi
arXiv:2609.22169v1 Announce Type: new
Abstract: Employers are increasingly using large language models (LLMs) to automate their hiring process. This paper investigates the risk of monocultural biases...
By Matthew Bone, Fabian Stephany, Maria del Rio-Chanona
PopResume is a population‑representative resume dataset designed for causal fairness auditing of large language model (LLM) and vision‑language model (VLM) resume screeners. It grounds fairness evaluation in real population statistics and preserves natural attribute relationships, enabling path‑specific effect (PSE) analysis that separates business‑necessity from redlining pathways. Using PopResume, the authors evaluated eight models on 60.8K resumes across five occupations and uncovered five discrimination patterns that aggregate metrics missed, demonstrating the value of causally‑grounded auditing.
By Sumin Yu, Juhyeon Park, Taesup Moon
The study evaluates name-based bias in six local large language models using a fill-in-the-blank task with first names from U.S. Social Security and a race classification dataset. Across 300,000 responses, the models consistently favored names that were less stereotypically male, older, popular, and white, with gender bias being the strongest effect. The bias varied with sentence context but remained significant, underscoring the persistence of name bias in local LLMs.
By Kalyan Bhetwal, Ceren Mert, Ian Whitehouse
The paper investigates whether language models still encode occupational biases even when they appear unbiased in behavioral tests. Using a causal framework, the authors separate bias into internal representations of user competence and observable outputs, deriving steering vectors that show these representations influence model behavior in question‑answering and hiring tasks. Across several open‑weight models, demographic factors such as gender, race, and socioeconomic status affect the models’ internal competence representations, revealing hidden bias that behavioral metrics alone may miss.
By Keren Fuentes, Aaron Mueller
arXiv:2604.20677v3 Announce Type: replace
Abstract: Large Language Models (LLMs) are increasingly deployed in socially sensitive settings, raising concerns about fairness and bias, particularly when...
By Chaima Boufaied, Ronnie De Souza Santos, Ann Barcomb