Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in the selection process, such as artificial intelligence systems that make hiring decisions. Determining how applicants react to the use of technology in the selection process serves to help organizations better understand how these practices affect job seekers’ perceptions of the organization. The results of this study may help organizations weigh the pros and cons of using computer information systems to select applicants instead of using a traditional selection procedure.

Date

October 2017

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

Under copyright.

License

http://creativecommons.org/licenses/by-nc-nd/3.0/

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Applicant Reactions to Artificial Intelligence in the Selection Process

The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in the selection process, such as artificial intelligence systems that make hiring decisions. Determining how applicants react to the use of technology in the selection process serves to help organizations better understand how these practices affect job seekers’ perceptions of the organization. The results of this study may help organizations weigh the pros and cons of using computer information systems to select applicants instead of using a traditional selection procedure.