Rekryterad av AI: En analys av arbetssökandes uppfattning och attityd
(2024) PSYK11 20232Department of Psychology
- Abstract
- Recruitment conducted with the assistance of artificial intelligence is becoming increasingly common with the advancement of technology. Currently, AI can draft job advertisements, review resumes, automate interviews, and make decisions. Present research on the subject largely focuses on the benefits for organizations implementing AI, with less emphasis on the reactions of job seekers. Therefore, the study aimed to investigate job seekers' perceptions of the recruitment method based on the constructs of fairness, transparency, feedback, empathy, benevolence, and performance. The study also aimed to examine job seekers' attitudes toward AI-based recruitment and possible correlations between attitude and the constructs. The data was... (More)
- Recruitment conducted with the assistance of artificial intelligence is becoming increasingly common with the advancement of technology. Currently, AI can draft job advertisements, review resumes, automate interviews, and make decisions. Present research on the subject largely focuses on the benefits for organizations implementing AI, with less emphasis on the reactions of job seekers. Therefore, the study aimed to investigate job seekers' perceptions of the recruitment method based on the constructs of fairness, transparency, feedback, empathy, benevolence, and performance. The study also aimed to examine job seekers' attitudes toward AI-based recruitment and possible correlations between attitude and the constructs. The data was generated through a survey with 66 participating respondents over the age of 18. The results showed generally lower perceptions regarding the presence of the constructs feedback, benevolence, empathy, and transparency. The fairness construct showed an average higher perception than the neutral value. The performance construct showed neutral perceptions. The correlation was positive between attitude and each construct. (Less)
- Abstract (Swedish)
- Rekrytering bedriven med hjälp av artificiell intelligens förekommer allt oftare med teknologins framfart. AI kan i dagsläget formulera arbetsannonser, granska CV:n, automatisera intervjuer och fatta beslut. Nuvarande forskning inom ämnet handlar till stor del om gynnsamheten för organisationer som implementerar AI, och mindre fokus på reaktionerna hos de arbetssökande. Därför ämnade studien undersöka arbetssökandes uppfattningar om rekryteringsmetoden utifrån konstrukten rättvisa, transparens, feedback, empati, välvilja och prestation. Studien syftade även till att undersöka arbetssökandes attityd till AI-baserad rekrytering och eventuella korrelationer mellan attityd och konstrukten. Datan genererades via en enkätundersökning med 66... (More)
- Rekrytering bedriven med hjälp av artificiell intelligens förekommer allt oftare med teknologins framfart. AI kan i dagsläget formulera arbetsannonser, granska CV:n, automatisera intervjuer och fatta beslut. Nuvarande forskning inom ämnet handlar till stor del om gynnsamheten för organisationer som implementerar AI, och mindre fokus på reaktionerna hos de arbetssökande. Därför ämnade studien undersöka arbetssökandes uppfattningar om rekryteringsmetoden utifrån konstrukten rättvisa, transparens, feedback, empati, välvilja och prestation. Studien syftade även till att undersöka arbetssökandes attityd till AI-baserad rekrytering och eventuella korrelationer mellan attityd och konstrukten. Datan genererades via en enkätundersökning med 66 deltagande respondenter över 18 år. Resultatet visade på generellt lägre uppfattningar om förekomsten av konstrukten feedback, välvilja, empati, transparens. Resultatet för rättvisa visade en genomsnittligt högre uppfattning än det neutrala värdet. Konstruktet prestation visade på neutrala uppfattningar. Korrelationen var positiv mellan attityd och vardera konstrukt. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9146382
- author
- Hedin, Maja LU and Hjorth, Fanny LU
- supervisor
- organization
- course
- PSYK11 20232
- year
- 2024
- type
- M2 - Bachelor Degree
- subject
- keywords
- Artificiell intelligens, rekrytering, attityd, Artificial intelligence, recruitment, attitude
- language
- Swedish
- id
- 9146382
- date added to LUP
- 2024-01-25 11:55:14
- date last changed
- 2024-01-25 11:55:14
@misc{9146382,
abstract = {{Recruitment conducted with the assistance of artificial intelligence is becoming increasingly common with the advancement of technology. Currently, AI can draft job advertisements, review resumes, automate interviews, and make decisions. Present research on the subject largely focuses on the benefits for organizations implementing AI, with less emphasis on the reactions of job seekers. Therefore, the study aimed to investigate job seekers' perceptions of the recruitment method based on the constructs of fairness, transparency, feedback, empathy, benevolence, and performance. The study also aimed to examine job seekers' attitudes toward AI-based recruitment and possible correlations between attitude and the constructs. The data was generated through a survey with 66 participating respondents over the age of 18. The results showed generally lower perceptions regarding the presence of the constructs feedback, benevolence, empathy, and transparency. The fairness construct showed an average higher perception than the neutral value. The performance construct showed neutral perceptions. The correlation was positive between attitude and each construct.}},
author = {{Hedin, Maja and Hjorth, Fanny}},
language = {{swe}},
note = {{Student Paper}},
title = {{Rekryterad av AI: En analys av arbetssökandes uppfattning och attityd}},
year = {{2024}},
}