Effects of Using Artificial Intelligence on Interpersonal Perceptions of Job Applicants

2022 ◽  
Author(s):  
Daphne Weiss ◽  
Sunny X. Liu ◽  
Hannah Mieczkowski ◽  
Jeffrey T. Hancock
Keyword(s):  
Artificial Intelligence ◽  
Job Applicants ◽  
Interpersonal Perceptions

scholarly journals “Where’s the I-O?” Artificial Intelligence and Machine Learning in Talent Management Systems

2019 ◽  
Vol 5 (3) ◽  
Author(s):  
Manuel Gonzalez ◽  
John Capman ◽  
Frederick Oswald ◽  
Evan Theys ◽  
David Tomczak
Keyword(s):  
Artificial Intelligence ◽  
Machine Learning ◽  
Adverse Reactions ◽  
Talent Management ◽  
Job Applicants ◽  
Selection Procedures ◽  
Organizational Contexts ◽  
Current State ◽  
Computer Scientists ◽  
Professional Disciplines

Artificial intelligence (AI) and machine learning (ML) have seen widespread adoption by organizations seeking to identify and hire high-quality job applicants. Yet the volume, variety, and velocity of professional involvement among I-O psychologists remains relatively limited when it comes to developing and evaluating AI/ML applications for talent assessment and selection. Furthermore, there is a paucity of empirical research that investigates the reliability, validity, and fairness of AI/ML tools in organizational contexts. To stimulate future involvement and research, we share our review and perspective on the current state of AI/ML in talent assessment as well as its benefits and potential pitfalls; and in addressing the issue of fairness, we present experimental evidence regarding the potential for AI/ML to evoke adverse reactions from job applicants during selection procedures. We close by emphasizing increased collaboration among I-O psychologists, computer scientists, legal scholars, and members of other professional disciplines in developing, implementing, and evaluating AI/ML applications in organizational contexts.

AI-Enabled E-Recruitment Services Make Job Searching, Application Submission, and Employee Selection More Interactive

2021 ◽  
Vol 34 (4) ◽  
pp. 48-68
Author(s):  
Xuhui Wang ◽  
Md Jamirul Haque ◽  
Wenjing Li ◽  
Asad Hassan Butt ◽  
Hassan Ahmad ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Employee Selection ◽  
Job Applicants ◽  
Personnel Recruitment ◽  
Novel Approach ◽  
Job Application ◽  
The Individual ◽  
Recruitment And Selection ◽  
Job Searching

Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so improves the size and quality of the pool from which to recruit personnel.

Artificial intelligence video interviewing for employment: perspectives from applicants, companies, developer and academicians

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jin-Young Kim ◽  
WanGyu Heo
Keyword(s):  
Artificial Intelligence ◽  
Phenomenological Approach ◽  
Job Applicants ◽  
Recent Experience ◽  
Focus Group Interviews ◽  
Content Type ◽  
Evaluation Procedures ◽  
Group Interviews ◽  
Depth Interviews

PurposeIn 2018, an artificial intelligence (AI) interview platform was introduced and adopted by companies in Korea. This study aims to explore the perspectives of applicants who have experienced an AI-based interview through this platform and examines the opinions of companies, a platform developer and academia.Design/methodology/approachThis study uses a phenomenological approach. The participants, who had recent experience of AI video interviews, were recruited offline and online. Eighteen job applicants in their 20s, two companies that have adopted this interview platform, a software developer who created the platform and three professors participated in the study. To collect data, focus group interviews and in-depth interviews were conducted.FindingsAs a result, all of them believed that an AI-based interview was more efficient than a traditional one in terms of cost and time savings and is likely to be adopted by more companies in the future. They pointed to the possibility of data bias requiring an improvement in AI accountability. Applicants perceived an AI-based interview to be better than traditional evaluation procedures in procedural fairness, objectivity and consistency of algorithms. However, some applicants were dissatisfied about being assessed by AI. Digital divide and automated inequality were recurring themes in this study.Originality/valueThe study is important, as it addresses the real application of AI in detail, and a case study of smart hiring tools would be valuable in finding the practical and theoretical implications of such hiring in the fields of employment and AI.

Artificial Intelligence

2009 ◽  
Author(s):  
David L. Poole ◽  
Alan K. Mackworth
Keyword(s):  
Artificial Intelligence

Self-Promoting and Modest Job Applicants in Different Cultures

2011 ◽  
Vol 10 (2) ◽  
pp. 70-77 ◽  
Author(s):  
Marianne Schmid Mast ◽  
Denise Frauendorfer ◽  
Laurence Popovic
Keyword(s):  
Cultural Background ◽  
Job Applicants ◽  
Presentation Style ◽  
Interview Situation ◽  
French Speaking ◽  
Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

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