If job seekers knew companies were using artificial intelligence to fill open positions, would it stop them from applying for the job?
The answer, according to a recent study, is yes—sometimes.
The researchers found that in certain instances, like the screening of applications, study participants usually accepted some degree of automation. But in other instances, like interviews, the study suggests, automation could deter job seekers from applying for a position.
Companies contending with recent labor shortages are increasingly turning to AI as a way to facilitate and speed up the hiring process. AI can be used in such tasks as screening job applicants for basic qualifications, checking for professional credentials and licenses, evaluating video statements, interviewing candidates and conducting competency assessments.
The new research underscores when using AI in hiring could be counterproductive. For instance, in one part of the study participants were shown fictional job postings and then asked if they intended to apply for the position. The researchers found that if the job posting said AI was used to both screen applicants and conduct interviews, participants’ intention to apply to the position averaged 2.77 on a six-point scale, with 6 reflecting the highest intention to apply. If AI was used only for the screening process,
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