The key difference here is refinement.

For example, let's take policing. There's a well-known problem of departments actively screening out people who are too smart, because they don't want to invest in field/street training for someone who's smart enough to go for a promotion to detective.

Sustaining that currently requires buy-in at a cultural level. However, with AI tools, you may need only one inserted bias to make everyone else go along with a "sorry, your compatibility score says its a no".

Apply the same logic to other fields - screening for people who sound just smart enough for the job, but not smart enough to unionize or report problems to HR/OSHA.