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.

scholarly journals Use of Artificial Intelligence and Automation of Interview Process using the Chat Bot

2019 ◽  
Vol 8 (10S) ◽  
pp. 192-196
Keyword(s):  
Artificial Intelligence ◽  
Selection Process ◽  
Mobile Platform ◽  
Recruitment Process ◽  
Interview Process ◽  
The Future ◽  
Chat Bot

The AI and the Interview Chat bot used in the system will be the future for any recruitment process as it effectively saves the time /effort and improves the efficiency of the recruitment process. The selection process through the bot will be unbiased and also will be speedy as multiple interviews can be done at the same time. Chatbots will also make the interviewee comfortable as it may be integrated on mobile platform. To summarise, the future of the interviewing process will be made simple by use of the chatbots

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.

scholarly journals RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION

2020 ◽  
Vol 7 (2) ◽  
pp. 219-234
Author(s):  
Muhamad Rizal Falaqi ◽  
Ahmad Fahmi Arif Ahda ◽  
Danial Hilmi
Keyword(s):  
Learning Process ◽  
Selection Process ◽  
Arabic Language ◽  
Qualitative Approach ◽  
Time Constraints ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Right ◽  
Student Association

We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obstacles after the recruitment process. The first obstacle was when some students did not know what interests they have and the second one was when the members lost their motivation and commitment to learn. These obstacles affect other members and the learning process in the Arabic language student association. Therefore, the right recruitment process will attract more members that meet the qualifications and influence the student association. Then, in turn, it will make students more creative, explore themselves, become generation of achievers.

scholarly journals PERANAN EMOTIONAL INTELLIGENCE DAN SELF EFFICACY TERHADAP HARDINESS PADA PESERTA ORIENTASI PERSIAPAN KERJA

2019 ◽  
Vol 3 (2) ◽  
pp. 465
Author(s):  
Sufarita Sufarita ◽  
Riana Sahrani ◽  
Rahmah Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Selection Process ◽  
Stressful Situation ◽  
Process Sequence ◽  
Employment Preparation ◽  
Selection Processes ◽  
Regular Selection ◽  
Recruitment And Selection

Pada umumnya untuk memperoleh pekerjaan individu melalui rangkaian proses rekrutmen dan seleksi. Salah satu bagian dari rangkaian proses tersebut di Perusahaan X dilakukan orientasi persiapan kerja (OPK). Tahapan OPK ini dapat menjadi situasi yang penuh tekanan bagi para peserta. Untuk dapat berhasil menghadapi tekanan tersebut, individu harus memiliki hardiness yang tinggi. Dua hal yang dapat mempengaruhi hardiness individu adalah emotional intelligence dan self-efficacy. Penelitian ini bertujuan untuk mengetahui peranan emotional intelligence dan self-efficacy terhadap hardiness pada peserta OPK. Partisipan penelitian merupakan peserta OPK dengan karakteristik mengikuti proses seleksi reguler sebanyak 368 partisipan. Penelitian ini menggunakan metode kuantitatif dengan multiregression analysis. Hasil analisis data menunjukkan bahwa emotional intelligence dan self-efficacy secara bersama-sama berperan terhadap hardiness sebesar 25,9% serta secara terpisah emotional intelligence berperan terhadap hardiness sebesar 22,2% dan self-efficacy berperan terhadap hardiness sebesar 21,8%. Berdasarkan penelitian ini disimpulkan bahwa emotional intelligence dan self-efficacy memiliki peranan terhadap hardiness pada peserta OPK. As part of job hiring, individuals must complete a series of recruitment and selection processes. One part of the process sequence is an employment preparation program (EPP). This stage of EPP can be a stressful situation for the participants. To be able to successfully deal with these pressures, individuals must have high hardiness. Two things that could affect individual hardiness are emotional intelligence and self-efficacy. This study aims to determine the contribution of emotional intelligence and self-efficacy on the hardiness of Participants of EPP. The research participants were participants in the EPP who are recruited by the regular selection process instead of a pro hire program or master’s scholarship. This study uses a quantitative method with multi-regression analysis. The results of data analysis showed that emotional intelligence and self-efficacy had a role on hardiness, (22,2% and 21,8%) respectively.  It could be seen that emotional intelligence had a greater role on hardiness than self-efficacy of hardiness. Based on this study it was concluded that if emotional intelligence and self-efficacy of participants of EPP has a role on their hardiness.

An Analysis on Recruitment and Selection Process of Agent adopted by Various Life Insurance Companies

2016 ◽  
Vol 5 (2) ◽  
Author(s):  
Rajesh Srivastava ◽  
Dr. Sunil Shukla ◽  
Dr. Puneet Basma
Keyword(s):  
Life Insurance ◽  
Selection Process ◽  
Insurance Companies ◽  
Recruitment Process ◽  
Screening Process ◽  
Suitable Candidate ◽  
The People ◽  
Intense Training ◽  
Recruitment And Selection ◽  
New Strategies

In India, there is a throat cut competition in the market of life insurance that is why brand services adopt new strategies for sales. It can be said that people are much aware of the aspects of life insurance and also about the role and act of agent. That is why life insurance companies give more focus on recruitment process so that suitable candidate can be selected. Recruitment highlights each an applicant's skills, talent and experience. The recruitment activity done is the initial screening process, after which the prospective agents would have to undergo an intense training as well. They will have to clear a written exam as per the IRDA (Insurance Regulatory and Development authority) norms, before they get their license and begin selling policies. This paper is an attempt to find out the people who want to be agent and recruitment and the selection process adopted by the life insurance companies.

A Study on Use of E- Resources in Recruitment and Selection Process in 5 Star Hotels

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Arun Sherkar
Keyword(s):  
Selection Process ◽  
Hotel Industry ◽  
Human Resource Managers ◽  
Recruitment Process ◽  
Time Saving ◽  
Resource Managers ◽  
Negative Impacts ◽  
Recruitment And Selection ◽  
Hr Managers ◽  
Interviewing Technique

E- recruitment also known as online recruitment is widely used by the HR in the hotel industry. The main purpose is to reduce cost, maximize utilization of human capital and ease in recruitment process. There is various e- recruitment techniques adopted by various Human Resource managers for e.g. Naukri. com, monster.com and various interviewing technique such as Skype, video calling are just a few in the list. The study is aimed to analyze the various e-recruitment techniques used for various levels in management and its impact on the recruitment process of hotels. However this study does not cover the negative impacts of e recruitment. The data was collected with help of a questionnaire circulated to the various HR personnel of the hotel industry of Pune city. The findings of the study suggest that, E-recruitment is a boon to the hotel industry there are several benefits to the HR managers practicing it, to apply online, a wide market i.e. national and international borders, cost saving, time saving and reduced administrative work can be stated as a few findings of the paper.

Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process

2020 ◽  
Vol 17 (9) ◽  
pp. 4404-4407
Author(s):  
P. V. Raveendra ◽  
Y. M. Satish ◽  
Padmalini Singh
Keyword(s):  
Artificial Intelligence ◽  
Selection Process ◽  
Potential Solution ◽  
Review Of Literature ◽  
Unconscious Bias ◽  
The Unconscious ◽  
The Past ◽  
Recruitment And Selection ◽  
The Impact

An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.

scholarly journals Improving Diversity in Pediatric Residency Selection: Using an Equity Framework to Implement Holistic Review

2021 ◽  
Vol 13 (2) ◽  
pp. 195-200
Author(s):  
Jyothi Marbin ◽  
Glenn Rosenbluth ◽  
Rachel Brim ◽  
Edward Cruz ◽  
Alma Martinez ◽  
...  
Keyword(s):  
San Francisco ◽  
Selection Process ◽  
Mitigation Strategies ◽  
Effective Strategies ◽  
Pediatric Residency ◽  
Selection Processes ◽  
Holistic Review ◽  
Residency Selection ◽  
Recruitment And Selection ◽  
Residency Application

ABSTRACT Background Many programs struggle to recruit, select, and match a diverse class of residents, and the most effective strategies for holistic review of applications to enhance diversity are not clear. Objective We determined if holistic pediatric residency application review guided by frameworks that assess for bias along structural, interpersonal, and individual levels would increase the number of matched residents from racial and ethnic groups that are underrepresented in medicine (UiM). Methods Between 2017 and 2020, University of California San Francisco Pediatrics Department identified structural, interpersonal, and individual biases in existing selection processes and developed mitigation strategies in each area. Interventions included creating a shared mental model of desirable qualities in residents, employing a new scoring rubric, intentional inclusion of UiM faculty and trainees in the selection process, and requiring anti-bias training for everyone involved with recruitment and selection. Results Since implementing these changes, the percentage of entering interns who self-identify as UIM increased from 11% in 2015 to 45% (OR 6.8, P = .008) in 2019 and to 35% (OR 4.6, P = .035) in 2020. Conclusions Using an equity framework to guide implementation of a pediatric residency program's holistic review of applications increased the numbers of matched UiM residents over a 3-year period.

scholarly journals New Technologies in the Recruitment Process

2018 ◽  
Vol 15 (2) ◽  
pp. 25-33
Author(s):  
Celina Sołek-Borowska ◽  
Maja Wilczewska
Keyword(s):  
New Technologies ◽  
Selection Process ◽  
Recruitment Strategy ◽  
Selection Strategy ◽  
Main Task ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Impact ◽  
Modern Technologies

Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.

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