arXiv:2407.20371v3 Announce Type: replace-cross Abstract: Artificial intelligence (AI) hiring tools have revolutionized resume screening, and large language models (LLMs) have the potential to do the...
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.
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.
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.
arXiv:2601. 06861v2 Announce Type: replace-cross Abstract: Background: Large language models (LLMs) harbor systematic biases that are particularly consequential in workplace and HR contexts, where their outputs increasingly influence hiring, job design, and organizational decisions.
arXiv:2607. 28934v1 Announce Type: cross Abstract: Large language models (LLMs) are increasingly involved in the distribution of scarce resources, raising concerns about biased allocations based on characteristics like race and gender.
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.
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.
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.
Names carry demographic indicators such as age, gender, and race, which makes them a subtle but strong target of bias in large language models (LLMs). In this work, we present an evaluation of name-ba...
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.
arXiv:2603. 13891v2 Announce Type: replace-cross Abstract: Large language models (LLMs) are increasingly used for automated text annotation in tasks ranging from academic research to content moderation and hiring.