AI is currently extensively deployed in recruitment technologies with little regulation or guidelines either from within corporations or from external regulatory bodies. We’re seeing a huge demand among HR practitioners for software that reduces agency spend and cuts down the pool of applicants that merit personal attention. However, recruitment stakeholders often have a limited understanding of how these tools work. In this paper, I look at how gender studies and critical race theory can interrogate some of the claims made by Recruitment AI companies about how their tools help mitigate bias. I discuss the limitations of how anti-bias measures in AI for hiring treat categorisations like race and gender as well as personality categories used in Big 5 psychological assessments. I use work from gender studies and critical race theory to demonstrate why practitioners should be attentive to how difference is produced rather than making futile attempts to remove it altogether.

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