Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/320797 
Year of Publication: 
2023
Citation: 
[Journal:] Administrative Sciences [ISSN:] 2076-3387 [Volume:] 13 [Issue:] 11 [Article No.:] 231 [Year:] 2023 [Pages:] 1-19
Publisher: 
MDPI, Basel
Abstract: 
Despite the high potential of artificial intelligence (AI), its actual adoption in recruiting is low. Explanations for this discrepancy are scarce. Hence, this paper presents an exploratory interview study investigating HR professionals' beliefs about AI to examine their impact on use cases and barriers and to identify the reasons that lead to the non-adoption of AI in recruiting. Semi-structured interviews were conducted with 25 HR professionals from 21 companies. The results revealed that HR professionals' beliefs about AI could be categorised along two dimensions: (1) the scope of AI and (2) the definition of instruction. "Scope of Al" describes the perceived technical capabilities of AI and determines the use cases that HR professionals imagine. In contrast, the "definition of instruction" describes the perceived effort to enable an AI to take on a task and determines how HR professionals perceive barriers to Al. Our findings suggest that HR professionals' beliefs are based on vague knowledge about AI, leading to non-adoption. Drawing on our findings, we discuss theoretical implications for the existing literature on HR and algorithm aversion and practical implications for managers, employees, and policymakers.
Subjects: 
artificial intelligence
barriers
HR professionals' beliefs about AI
recruiting
use cases
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article
Appears in Collections:

Files in This Item:
File
Size





Items in EconStor are protected by copyright, with all rights reserved, unless otherwise indicated.