Umeå universitets logga

The aim of this study was to examine the attitudes of individuals who have undergone a recruitment process with AI elements, and to understand how these attitudes align with the organization's intentions in using AI in recruitment. The study found that the individuals who underwent recruitment with AI elements had a predominantly positive attitude towards the AI tool. They found the AI tool to be fast, accurate, and less pressurized than a traditional interview, leading to a positive candidate experience that aligns with the organization's intentions. However, the trust in the AI robot's decision- making was weak, and individuals felt that the human factor was still necessary. They did not consider AI to be a replacement for traditional recruitment, but rather a complement to it. To increase trust in the AI tool, the study suggests more transparency in the data used, the underlying algorithm models, and the classifications and predictions made by the algorithm. Greater transparency between the organization and the AI provider is also suggested to ensure fairness in the algorithm and objective recruitment. While respondents expressed satisfaction with the organization's intention of objective recruitment, they also expressed a need for human interaction during the process. This suggests a desire for objectivity in decision-making but also an expectation of human involvement. In conclusion, the study found a positive attitude towards the use of AI in recruitment, particularly in terms of efficiency and positive candidate experience. However, transparency and human interaction are necessary to ensure trust and objectivity in the recruitment process.