Repelled at first sight? Expectations and intentions of job-seekers reading about AI selection in job advertisements
Year: 2021
Type: article
Abstract: Artificial intelligence (AI) is increasingly used in personnel selection to automate decision-making. Initial evidence points to negative effects of automating these procedures on applicant experiences. However, the effect of the prospect of automated procedures on job-seekers’ pre-process perceptions (e.g., organizational attractiveness) and intentions (to apply for the advertised job) is still unclear. We conducted three experiments ( Study 1 and Study 2 as within-subjects designs, Study 3 as a between-subjects design; N 1 = 36, N 2 = 44, N 3 = 172) systematically varying the information in job advertisements on the automation of different stages of the selection process ( Study 1 : screening stage conducted by a human vs. a non-specified agent vs. an AI; Study 2 and Study 3 : human screening and human interview vs. AI screening and human interview vs. AI screening and AI interview). Results showed small negative effects of screening conducted by an AI vs. a human ( Study 1 , Study 2 , Study 3 ), but stronger negative effects when also interviews were conducted by an AI vs. a human ( Study 2 , Study3 ) on job-seekers pre-process expectations, perceptions, and intentions. Possible reasons for these effects are discussed with special consideration of the different stages of the recruiting and selection process and explored with a qualitative approach in Study 2 .
Source: Computers in Human Behavior
Authors: Jenny S. Wesche, Andreas Sonderegger
Institutions: Freie Universität Berlin, Bern University of Applied Sciences
Language: English
Topic: AI and HR Technologies
Domain: Social Sciences
Open Access status: hybrid
Estimated APC paid: $2,950
OpenAlex ID: W3174725836