From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F62690094%3A18450%2F24%3A50021677" target="_blank" >RIV/62690094:18450/24:50021677 - isvavai.cz</a>

Výsledek na webu

<a href="https://ieeexplore.ieee.org/document/10634779" target="_blank" >https://ieeexplore.ieee.org/document/10634779</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1109/TEM.2024.3442618" target="_blank" >10.1109/TEM.2024.3442618</a>

Jazyk výsledku

angličtina

Název v původním jazyce

From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China

Popis výsledku v původním jazyce

In the rapidly evolving landscape of human resources and talent acquisition, the impact of the usage of artificial intelligence (hereafter, AI) on recruitment biases has emerged as a pivotal and transformative subject of study. Therefore, this study aims to critically evaluate the impact of AI usage on recruitment biases, particularly in the context of China. The data were gathered through a survey of 423 respondents working in the manufacturing sector. We use a cross-sectional dataset and various diagnostics (i.e., reliability and collinearity tests). The empirical findings using multivariate regression techniques suggested that Al usage is reshaping the recruitment process by offering innovative solutions to tackle biases that have pervaded the hiring process for years. However, human involvement is indispensable in the recruitment process, alongside the use of AI. Although the use of AI can efficiently handle tasks such as resume screening and data analysis, human judgment brings essential qualities to the hiring process. Human recruiters possess the ability to assess a candidate&apos;s soft skills, cultural fit, and emotional intelligence, as these qualities are challenging for AI to comprehend. The policy implications of the study recommend that by combining the strengths of AI efficiency with human insight, organizations can create a recruitment process that is not only objective and efficient but also considerate, ethical, and aligned with the values and goals of the company.

Název v anglickém jazyce

From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China

Popis výsledku anglicky

In the rapidly evolving landscape of human resources and talent acquisition, the impact of the usage of artificial intelligence (hereafter, AI) on recruitment biases has emerged as a pivotal and transformative subject of study. Therefore, this study aims to critically evaluate the impact of AI usage on recruitment biases, particularly in the context of China. The data were gathered through a survey of 423 respondents working in the manufacturing sector. We use a cross-sectional dataset and various diagnostics (i.e., reliability and collinearity tests). The empirical findings using multivariate regression techniques suggested that Al usage is reshaping the recruitment process by offering innovative solutions to tackle biases that have pervaded the hiring process for years. However, human involvement is indispensable in the recruitment process, alongside the use of AI. Although the use of AI can efficiently handle tasks such as resume screening and data analysis, human judgment brings essential qualities to the hiring process. Human recruiters possess the ability to assess a candidate&apos;s soft skills, cultural fit, and emotional intelligence, as these qualities are challenging for AI to comprehend. The policy implications of the study recommend that by combining the strengths of AI efficiency with human insight, organizations can create a recruitment process that is not only objective and efficient but also considerate, ethical, and aligned with the values and goals of the company.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2024

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

IEEE TRANSACTIONS ON ENGINEERING MANAGEMENT

ISSN

0018-9391

e-ISSN

1558-0040

Svazek periodika

71

Číslo periodika v rámci svazku

August

Stát vydavatele periodika

US - Spojené státy americké

Počet stran výsledku

13

Strana od-do

14155-14167

Kód UT WoS článku

001300990700006

EID výsledku v databázi Scopus

2-s2.0-85201305895