A groundbreaking experiment conducted by researchers from the University of Minnesota and Harvard Business School revealed that AI recruiters outperformed human hiring managers in selecting successful call center employees. The study, involving over 57,000 job applications and 43,000 interviews at a Fortune 500 firm, demonstrated that AI-selected candidates were 14% more likely to pass training, remained employed 15% longer, and generated about 3% more revenue compared to those chosen by human recruiters. The AI system evaluated candidates based on structured interview responses, focusing on objective criteria rather than subjective impressions. Notably, the AI showed less bias against candidates with employment gaps and those from underrepresented backgrounds. The experiment also highlighted that human recruiters often relied on informal conversation and gut feelings, which proved less effective in predicting job success. However, the study acknowledged that AI’s effectiveness was limited to standardized roles like call center positions and might not be as applicable for jobs requiring complex interpersonal skills or creative thinking. The research suggests a hybrid approach might be optimal, combining AI’s consistency and data-driven decision-making with human judgment for certain aspects of recruitment. This study provides concrete evidence that AI can enhance hiring efficiency while potentially reducing workplace discrimination, though its application should be carefully considered based on the specific role and industry context.