Leveraging Artificial Intelligence for Effective Recruitment and Selection Processes

2020 ◽  
pp. 287-293
Author(s):  
Srirang K. Jha ◽  
Shweta Jha ◽  
Manoj Kumar Gupta
Keyword(s):  
Artificial Intelligence ◽  
Selection Processes ◽  
Recruitment And Selection

scholarly journals Can I show my skills? Affective responses to artificial intelligence in the recruitment process

2022 ◽  
Author(s):  
Alina Köchling ◽  
Marius Claus Wehner ◽  
Josephine Warkocz
Keyword(s):  
Artificial Intelligence ◽  
Adverse Reactions ◽  
Selection Process ◽  
Affective Response ◽  
Affective Responses ◽  
Organizational Attractiveness ◽  
Recruitment Process ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Video Interview

AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

Personal Values Required for Ethical Best Practice during Intrapartum Care

2018 ◽  
Vol 20 (2) ◽  
Author(s):  
Jacobeth Mmabyala Louisa Malesela
Keyword(s):  
Nursing Education ◽  
Best Practice ◽  
Personal Values ◽  
Self Control ◽  
Intrapartum Care ◽  
Performance Reviews ◽  
Qualitative Research Design ◽  
Selection Processes ◽  
The Individual ◽  
Recruitment And Selection

Women bring into the birthing unit values which include preferences, concerns and expectations that are involved in decision-making during intrapartum care. When midwives fail to meet the women’s values, they experience such care as being inhumane and degrading, thus affecting the childbirth outcomes. The inhumane and degrading care includes a lack of sympathy and empathy, as well as a lack of attention to privacy and confidentiality. Midwives’ possession of the required personal values and the ability to integrate women’s values are vital to enhance ethical best practice during intrapartum care. The aim of the study was to explore and to describe the midwives’ personal values that are required for ethical best practice during intrapartum care. The birthing unit at a public hospital in the Gauteng province of South Africa formed the context of the study. A qualitative research design that was explorative, descriptive and contextual in nature was used. The following personal values emerged: (1) respect, trust and dignity; (2) justice, equality and fairness; (3) freedom of choice and autonomy; (4) integrity, honesty and consistency; (5) good character and personality; (6) self-control and rapport; and (7) open-mindedness and flexibility. The midwives’ personal values form a strong precursor that is crucial for ethical best practice during intrapartum care. The individual midwives, nursing education institutions and health facilities can use the study findings in areas such as reflective midwifery practice, the midwifery curriculum, recruitment and selection processes, and as part of key performance areas and indicators in performance reviews.

Candidate Recruitment and Selection in Latin America: A Framework for Analysis

2008 ◽  
Vol 50 (4) ◽  
pp. 27-58 ◽  
Author(s):  
Peter M. Siavelis ◽  
Scott Morgenstern
Keyword(s):  
Latin America ◽  
Political Systems ◽  
Incentive Structure ◽  
Institutional Variables ◽  
Selection Processes ◽  
Dependent Variables ◽  
Political Recruitment ◽  
Subsequent Behavior ◽  
Recruitment And Selection ◽  
Selection Of

AbstractThis article provides a theoretical framework for analyzing the recruitment and selection of legislative candidates in Latin America. It argues that political recruitment and candidate selection are undertheorized for Latin America yet have determinative impacts on political systems, often overriding the influence of more commonly studied institutional variables. The article elucidates a typology of legislative candidates based on the legal and party variables that lead to the emergence of particular selection methods, as well as the patterns of loyalty generated by those methods. It analyzes the recruitment and selection processes as independent and dependent variables, underscoring the significant effect these procedures have on the incentive structure and subsequent behavior of legislators. Those factors, in turn, have important consequences for democratic governability and the performance of presidentialism.

Artificial Intelligence Contribution to Recruitment and Selection

2022 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Rui Gonçalves ◽  
Álvaro Dias ◽  
Leandro Ferreira Pereira ◽  
Filipa Martinho ◽  
Barbara Costa ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Recruitment And Selection

THE ROLES OF EMPLOYMENT PROCESSES IN ORGANISATIONAL IMAGE IN INSURANCE ORGANISTIONS IN NIGERIA: Employees and Community Perspectives

2012 ◽  
Vol 02 (05) ◽  
pp. 52-57
Author(s):  
OGINNI Babalola Oluwayemi ◽  
OGUNYOMI Paul Olusiji
Keyword(s):  
Job Security ◽  
Job Design ◽  
Management Style ◽  
Working Environment ◽  
Management Styles ◽  
Organizational Image ◽  
Statistical Measures ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
The Relationship

The research focus was to gain insight into the current employment processes practice and its impact on organizational image in the insurance organizations in Nigeria. The study investigated the relationship between employment processes and organisational image; examined the issues and challenges in organizational image and employment processes. In the course of conducting the study, 80 insurance employees were selected from the chosen 15 insurance organisations and 40 inhabitants in community where these organisations were located; and out of this 88 respondents responded properly representing 73%. The questionnaire was developed by using Likert five scales which consists of different questions on the variables in employment processes and organisational image such as recruitment and selection, job security, job design and responsibility, management style, working environment and job perception. In the study, statistical measures such as Z- test, mean and proportion analysis were used to examine the existing relationship between employment processes and organisational image. The findings reveals that recruitment and selection, job security and management styles have significant effect on the image of the organisation at 0.05 level of sig. while working environment was found to be on neutral level and job perception as well as job design and responsibility were not having significant effect at 0.05 level of sig. on the image of an organisation. It was recommended that there should be sound personnel policy to support job security and the recruitment and selection processes should be transparent, free of biases and fair to all and sundry so as to guaranty trust and confidence.

scholarly journals ARE SOCIAL NETWORK WEBSITES EFFECTIVE TOOLS FOR RECRUITMENT AND SELECTION IN TOURISM SECTOR? AN EXPLORATORY CASE STUDY

2020 ◽  
pp. 507-524
Author(s):  
Umut Denizli ◽  
Keyword(s):  
Social Network ◽  
Human Resources ◽  
Research Question ◽  
Job Seekers ◽  
Selection Processes ◽  
Job Opportunities ◽  
Tourism Sector ◽  
Group Interviews ◽  
Recruitment And Selection

This chapter is aimed at obtaining empirical data with regard to the research question, how both recruiters and job seekers take advantage of the integration of social network websites and recruitment & selection processes. Two major social network websites, LinkedIn and Facebook, have been examined due to the fact that they are mostly being used by human resources professionals and job seekers. Qualitative content analyses have been carried out by collecting data via in-depth and focus group interviews with recruiters of a holding that also operates in the tourism sector and with job seekers looking for a job in this sector. It has been observed that the purpose of job seekers’ usage of social network websites is to build networks, connections and reach new job opportunities. Likewise, businesses also aim to reach and attract candidates and communicate at the beginning of the recruitment process.

scholarly journals The role of interviewers in job effective recruitment and selection processes

2015 ◽  
Vol 4 (1) ◽  
pp. 224-229
Author(s):  
Kola Odeku
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Unethical Practices ◽  
Mind Set ◽  
Recruitment And Selection

Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the interview. This may impact on the reasoning and judgements of the selector and the panellists, thus influencing the decisions of the selector. A brilliant and well performed applicant may be found unqualified Ineffective selection and recruitment processes are increasingly affecting employers by denting their cooperate image and sometimes being subjected to vicious legal battles in courts. This article examines the problems associated with prejudices and unethical practices during selection processes particularly by the recruiters and selectors. It points out that panellists must be properly scrutinised before they are appointed to be part of any selection process and that they should disclose any interest, prejudices, bias and so on that could affect the outcome of the process. It is argued that any member of the panel who is found to have compromised his or her position in any selection processes should be punitively sanctioned.

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