Page 77 - CFJ_Feb26

ADVICE & INFORMATION

Steph Marsh

Artificial intelligence in HR and recruitment

AI is transforming HR and recruitment, but legal, ethical,
and operational risks remain significant, says Steph

RTIFICIAL intelligence is rapidly In practice, however, poorly managed AI
Areshaping recruitment and HR systems create significant legal exposure
processes, with research indicating that a that could prove costly for businesses
third of UK companies expect productivity operating on tight commercial margins.
gains from its adoption. However, this The discrimination dilemma
technological transformation brings Algorithms developed using biased
substantial operational, ethical and legal training data risk perpetuating or
risks that many businesses in the flooring amplifying discriminatory selection
industry remain unprepared to manage decisions, presenting particular
effectively. challenges for flooring contractors
Having to sift through numerous seeking to build diverse teams and
applications while simultaneously comply with modern equality standards.
managing active installations across conduct initial candidate interviews Amazon’s abandoned AI recruitment
multiple sites, it is easy to see the appeal virtually, with chatbots handling platform was trained predominantly
of involving AI in this process to screen preliminary assessment stages on male applicant data and went on to
CVs, match candidates to specifications, without human involvement. Once systematically disadvantage female
coordinate interview schedules and employees are on board, AI systems candidates. This demonstrates how
generate applicant assessments. can track performance metrics, monitor automated systems can entrench and
Some organisations have begun site attendance and even evaluate magnify workforce inequalities rather
deploying AI screening technology to productivity patterns. than remedy them. 

www.contractflooringjournal.co.uk 77
@CFJMagazine CFJ February 2026