70% of Brazilian companies already use AI in recruitment, and a third fear losing control of the process
A survey by Pandapé in partnership with Adecco, covering 460 HR professionals, shows mass adoption of AI in hiring. The figure that stands out isn't adoption: it's how many still haven't been trained to work with it.
A survey by Pandapé in partnership with Adecco, which polled 460 Human Resources professionals, found a number that was already expected: 70% of Brazilian companies use Artificial Intelligence in some stage of recruitment, and 77% of respondents say they use the technology daily. Recruitment and selection leads the applications (72.2%), followed by data analysis (52.2%), training and development (35.1%) and service/support (32%). Nearly 55% of respondents report meaningful improvements in internal processes.
The figure that should worry us more is a different one: about a third of the professionals surveyed express explicit concern about algorithmic bias and the loss of humanization in the hiring process, and 30% of companies have never offered any training on AI use to the people who operate these tools day to day.
From a labor-compliance standpoint, that is exactly where the risk lives. An automated screening process that filters résumés, ranks candidates or eliminates profiles based on undocumented criteria can amount to discrimination, with implications both on the labor side and under the LGPD, which requires explainability in automated decisions that affect people. And as unions increasingly bring clauses on algorithmic management to the bargaining table in collective agreements, companies that cannot answer "why did the algorithm decide that" arrive unprepared at the negotiation.
Adopting AI in recruitment isn't the problem, at this point it's practically inevitable. The problem is adopting it without a governance design that can back up the decision if it is ever questioned. At Nexus, we look at this labor-compliance layer behind the AI tool your company already uses (or is about to buy). If you can't point today to which criteria your screening tool uses to eliminate candidates, the free Recruitment Risk Check is a good place to start.
Can your company explain, right now, why an algorithm approved or rejected your last candidate?