Artificial Intelligence (AI) is transforming human resources management, particularly in the area of recruitment. Automated hiring tools are now commonly used to screen resumes, assess candidates, and support decision-making in the early stages of talent acquisition. However, growing evidence suggests that these systems can reproduce and amplify existing social biases, leading to unfair hiring outcomes. The emergence of algorithmic discrimination has raised serious concerns about transparency, accountability, and equity in AI-assisted recruitment. This paper explores the technological foundations of AI hiring tools, including natural language processing, machine learning, and predictive analytics. It examines key mechanisms through which bias can be introduced into hiring algorithms and discusses methodologies for detecting and mitigating these biases. The paper presents real-world examples of fairness audits in recruitment systems and evaluates their effectiveness. Ethical, legal, and regulatory implications of biased AI in hiring are analyzed, particularly concerning discrimination laws, data protection, and explainability. The paper concludes by outlining the challenges and future directions for achieving fairness in AIbased hiring, emphasizing the need for transparent algorithms, inclusive datasets, and interdisciplinary collaboration. Fairness audits are not only a technological requirement but also a moral and legal imperative in building equitable AI systems in the workplace