Artificial Intelligence in the Recruiting Process: Identifying Perceptions of Bias

115 Pages Posted: 18 Nov 2021

Date Written: October 30, 2021

Abstract

This study examined the perceived level of bias in former and current employees, supervisors, and directors, who work for companies that utilize artificial intelligence. Despite the evolving role of the artificial intelligence recruitment process, only limited research has been conducted. The theory that reinforced this study is Adams' Equity Theory. An Organizational Inclusive Behavior survey instrument was applied to former and present employees, supervisors, and directors in the Research Triangle Park area of North Carolina (N=21). Three open-ended survey questions were included and complemented the survey instrument's reliability. The Shapiro-Wilk test/IBM SPSS 26 and In vivo coding, leveraged by Quirkos software, supported this qualitative and non-experimental design. Age, education, ethnicity, and organizational level (employee rank) did reveal a modest relationship to the perceptions of bias, awareness, trust, and transparency concerning the use of artificial intelligence in the recruiting process.

Keywords: Artificial intelligence, machine learning, expert systems, ethics, process time, process costs, and process quality

JEL Classification: n/a

Suggested Citation

Wilkins, L.M., Artificial Intelligence in the Recruiting Process: Identifying Perceptions of Bias (October 30, 2021). Available at SSRN: https://ssrn.com/abstract=3953428 or http://dx.doi.org/10.2139/ssrn.3953428

L.M. Wilkins (Contact Author)

Columbia Southern University

21982 University Ln
Orange Beach, AL 36561
United States

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