Abstract
Artificial intelligence technology is increasingly used in the organizational recruitment and personnel selection process to simplify various human resource activities. Among these innovative applications, Asynchronous Video Interviews with AI (AVI-AI) have emerged as a popular tool. In this study, the theory of planned behavior and its extended framework are adopted to explore the impacts of overall fairness, technology certainty, and human-robot interaction self-efficacy on job applicants’ intention to use AVI-AI, thereby testing the candidate's reaction to this technical change. A total of 443 participants were involved in 2 distinct studies. Rigorous data analysis and statistical tests were carried out. The results unequivocally confirm that the impact of these factors on the job applicants’ intention to use AVI-AI is highly significant. Creatively, this study breaks new ground by providing solid empirical evidence for the positive correlation between job applicants’ intention to use AVI-AI and their subsequent interview performance. Furthermore, this study confirms the mediating role of trust between overall fairness, technology uncertainty, human-robot interaction self-efficacy, and job applicants’ intention to use AVI-AI. In addition, the implications of these findings are thoroughly dissected from the perspectives of both organizations and technology developers, offering valuable insights for future organizational recruitment practices and technological improvements.
Main Subjects
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