Lorenza M. Wilkins (Columbia Southern University) has posted “Artificial Intelligence in the Recruiting Process: Identifying Perceptions of Bias” on SSRN. Here is the 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.