Applicants Perception of Artificial Intelligence in the Recruitment Process
Based on the paper by Piotr Horodyski
Title and Author
Title: Applicants Perception of Artificial Intelligence in the Recruitment Process
Author: Piotr Horodyski
Published in: Computers in Human Behavior Reports, Volume 11, 2023
Affiliation: ESCP Business School, Sorbonne Alliance, France
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Objective of the Study
The primary objective of the study is to explore job applicants perceptions and experiences with AI-enabled
recruitment tools. While the growing body of literature discusses the implementation and benefits of AI from
the employers side, this study addresses the under-researched area of how candidates perceive AI
technology during hiring processes. It investigates four main areas based on the Technology Acceptance
Model (TAM):
1. Perceived usefulness of AI tools
2. Perceived ease of use
3. User satisfaction
4. Perceived attractiveness of companies using AI in recruitment
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Theoretical Framework
The research employs the Technology Acceptance Model (TAM) developed by Davis (1989) as the central
theoretical framework. TAM is widely used to understand how individuals accept and use new technologies,
based on two core variables:
Perceived Usefulness (PU): The extent to which an individual believes that using the system would enhance
job performance.
Perceived Ease of Use (PEOU): The degree to which a person believes that using a system would be free
from effort.
These are evaluated alongside behavioral intention to use AI systems, satisfaction with the tools, and the
perceived attractiveness of companies that implement them.
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Methodology
Research Design: Quantitative survey
Sample: 552 participants from 12 nationalities and over 20 industries
Demographics: Balanced across gender, age (1855+), and employment status
Platform: Participants were recruited through Prolific Academic
Data Collection: Conducted via an online questionnaire in NovDec 2021
Analysis Tools: STATA/SE 16.1 software for statistical analysis
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Key Findings
Perceived Usefulness: 38% found AI tools useful or very useful ( = .09, p < .001).
Ease of Use: 63% rated AI tools as easy or very easy to use ( = .06, p < .01).
Satisfaction: 34% expressed satisfaction with AI tools ( = 0.11, p < .001).
Attractiveness of Companies: Strong positive relationship ( = 0.67, p < .001).
Demographics: Age had a slight negative impact; gender and education not significant.
Advantages Identified: Faster responses (69%), Ease of use (48%), Improved objectivity (28%).
Disadvantages Identified: Lack of nuance (67.4%), Low accuracy (47%), Flawed tech (40%), Lack of
transparency (34.8%).
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Critical Analysis
Strengths:
Fills a gap in research by focusing on applicant perceptions
Large, diverse sample
Robust theoretical model and analysis
Practical insights for HR
Weaknesses:
Ethical/legal issues not deeply explored
No industry/nationality comparison
Self-reported results may have bias
Age effects not deeply analyzed
Suggestions for Improvement:
Explore ethical/legal issues more
Sector-specific or cross-cultural studies
Use experimental designs or case studies
Track perceptions over time
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
Conclusion and Relevance
The study concludes that applicants generally perceive AI in recruitment positively, especially regarding ease
of use and efficiency. Concerns remain about fairness, accuracy, and transparency.
Companies using AI tools are seen more favorably, enhancing employer branding.
As AI adoption grows, these insights can help design fair, transparent recruitment systems.
Continued research is essential to guide ethical and effective AI implementation.
This finding aligns with broader trends observed in digital transformation of HR processes, where efficiency and
objectivity often come at the cost of personalized interactions. Further exploration could provide a more nuanced
understanding of how these tools impact candidate psychology.
