Sandra L. Fisher , Silvia Bonaccio , Catherine E. Connelly
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引用次数: 0
Abstract
Selection tools employing artificial intelligence (AI), such as automated video interviews (AVIs), chatbots, and assessment games, have become popular ways for organizations to deal with large numbers of job applicants. Vendors frequently claim that these technologies are unbiased. However, the impact of these tools on applicants with disabilities is rarely addressed. We explain how these tools may have both positive and negative impacts on applicants with disabilities. In doing so, we consider fundamental principles of selection: the reliability and validity of these tools as well as the applicant experience. We end by offering recommendations to organizations that are considering incorporating AI-based tools into their selection processes.
期刊介绍：
Organizational Dynamics domain is primarily organizational behavior and development and secondarily, HRM and strategic management. The objective is to link leading-edge thought and research with management practice. Organizational Dynamics publishes articles that embody both theoretical and practical content, showing how research findings can help deal more effectively with the dynamics of organizational life.
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