Artificial intelligence and machine learning have recently made its way into human resources management. In this context, humans can train machines to identify a job candidate that would be a good match for the company among thousands of candidates, at least this the intention of this approach. While we can anticipate benefits of implementing such solutions there are many controversies surrounding this technology. In this research we are probing some key questions and principles that will shape the HR practice in the near future and how the workforce interacts with companies. Future workforce can expect being screened, interviewed and evaluated by a machine. Can such an approach be an honest sign that companies are trying to gain a better insight, reduce risk and even deliver valuable propositions of individuals themselves? Our research is showing that this process ought to be used with care and ethically so that the trust, and perception of fairness between job candidates and companies using this technology is not compromised. As this hiring practice is gaining ground, we found that there is a high level of caution and distrust toward such technology.