Collaboration among recruiters and artificial intelligence: removing human prejudices in employment.

IF 2.4 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL
Zhisheng Chen
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引用次数: 13

Abstract

In the global war for talent, traditional recruiting methods are failing to cope with the talent competition, so employers need the right recruiting tools to fill open positions. First, we explore how talent acquisition has transitioned from digital 1.0 to 3.0 (AI-enabled) as the digital tool redesigns business. The technology of artificial intelligence has facilitated the daily work of recruiters and improved recruitment efficiency. Further, the study analyzes that AI plays an important role in each stage of recruitment, such as recruitment promotion, job search, application, screening, assessment, and coordination. Next, after interviewing with AI recruitment stakeholders (recruiters, managers, and applicants), the study discusses their acceptance criteria for each recruitment stage; stakeholders also raised concerns about AI recruitment. Finally, we suggest that managers need to be concerned about the cost of AI recruitment, legal privacy, recruitment bias, and the possibility of replacing recruiters. Overall, the study answers the following questions: (1) How artificial intelligence is used in various stages of the recruitment process. (2) Stakeholder (applicants, recruiters, managers) perceptions of AI application in recruitment. (3) Suggestions for managers to adopt AI in recruitment. In general, the discussion will contribute to the study of the use of AI in recruitment, as well as providing recommendations for implementing AI recruitment in practice.

Abstract Image

Abstract Image

招聘人员和人工智能之间的合作:消除人类在就业方面的偏见。
在全球人才争夺战中,传统的招聘方式已经无法应对人才竞争,因此雇主需要合适的招聘工具来填补空缺职位。首先,我们探讨了人才获取如何从数字1.0过渡到3.0(人工智能支持),因为数字工具重新设计了业务。人工智能技术为招聘人员的日常工作提供了便利,提高了招聘效率。此外,该研究还分析称,人工智能在招聘的每个阶段都发挥着重要作用,例如招聘推广、求职、申请、筛选、评估和协调。接下来,在与人工智能招聘利益相关者(招聘人员、经理和申请人)进行访谈后,该研究讨论了他们在每个招聘阶段的接受标准;利益相关者也对人工智能招聘表示担忧。最后,我们建议管理者需要关注人工智能招聘的成本、法律隐私、招聘偏见以及取代招聘人员的可能性。总体而言,该研究回答了以下问题:(1)人工智能如何应用于招聘过程的各个阶段。(2)利益相关者(申请人、招聘人员、管理人员)对人工智能在招聘中的应用的看法。(3)管理者在招聘中采用AI的建议。总的来说,讨论将有助于研究人工智能在招聘中的应用,并为在实践中实施人工智能招聘提供建议。
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来源期刊
Cognition Technology & Work
Cognition Technology & Work ENGINEERING, INDUSTRIAL-
CiteScore
6.90
自引率
7.70%
发文量
26
审稿时长
>12 weeks
期刊介绍: Cognition, Technology & Work focuses on the practical issues of human interaction with technology within the context of work and, in particular, how human cognition affects, and is affected by, work and working conditions. The aim is to publish research that normally resides on the borderline between people, technology, and organisations. Including how people use information technology, how experience and expertise develop through work, and how incidents and accidents are due to the interaction between individual, technical and organisational factors. The target is thus the study of people at work from a cognitive systems engineering and socio-technical systems perspective. The most relevant working contexts of interest to CTW are those where the impact of modern technologies on people at work is particularly important for the users involved as well as for the effects on the environment and plants. Modern society has come to depend on the safe and efficient functioning of a multitude of technological systems as diverse as industrial production, transportation, communication, supply of energy, information and materials, health and finance.
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