Treść głównego artykułu
Abstrakt
The use of artificial intelligence technology in recruitment and selection procedures has become commonplace in business practice. As a result, there has been a significant increase in research on AI recruitment in recent years. However, these studies focus primarily on the considerations of skills and the effectiveness of AI tools. Only recently have analyses emerged presenting these procedures from an ethical perspective. The purpose of the article is to fill this gap and explore the opinions of both HR professionals and employees themselves regarding the use of artificial intelligence-based recruitment solutions. The article contains a systematic review of the literature and the results of a qualitative pilot study. The interview study was conducted in one organisation with the participation of four managers.
Widely accepted assumptions about the objectivity of learning algorithms contribute to a seemingly positive image of AI-powered recruitment among practitioners, but the research conducted showed a number of ethical concerns raised by managers regarding AI recruitment requirements. The contrast between this positive image and the ethical concerns raised by critics of AI recruitment requires an assessment necessary to gain a more scientifically grounded perspective on the ethical status of AI recruitment.
Słowa kluczowe
Szczegóły artykułu
Autor (Autorzy) artykułu oświadcza, że przesłane opracowanie nie narusza praw autorskich osób trzecich. Wyraża zgodę na poddanie artykułu procedurze recenzji oraz dokonanie zmian redakcyjnych. Przenosi nieodpłatnie na Oficynę Wydawniczą SGH autorskie prawa majątkowe do utworu na polach eksploatacji wymienionych w art. 50 Ustawy z dnia 4 lutego 1994 r. o prawie autorskim i prawach pokrewnych – pod warunkiem, że praca została zaakceptowana do publikacji i opublikowana.
Oficyna Wydawnicza SGH posiada autorskie prawa majątkowe do wszystkich treści czasopisma. Zamieszczenie tekstu artykuły w repozytorium, na stronie domowej autora lub na innej stronie jest dozwolone o ile nie wiąże się z pozyskiwaniem korzyści majątkowych, a tekst wyposażony będzie w informacje źródłowe (w tym również tytuł, rok, numer i adres internetowy czasopisma).
Osoby zainteresowane komercyjnym wykorzystaniem zawartości czasopisma proszone są o kontakt z Redakcją.
Referencje
- Ahmad, W., Azam, T., Arshad, M., Ahmed, B., Zaman, H. M. F. (2023). Faculty Members’ Perception of Learning Organization: A Case of Higher Education Institutions. SAGE Open, 13 (1), 215824402311544. DOI: 10.1177/21582440231154409
- AL Qahtani, E., Alsmairat, M. (2023). Assisting Artificial Intelligence Adoption Drivers in Human Resources Management: A Mediation Model. Acta Logistica, 10 (1), 141– 150. DOI: 10.22306/al.v10i1.371
- Albassam, W. A. (2023). The Power of Artificial Intelligence in Recruitment: An Analytical
- Review of Current AI-Based Recruitment Strategies. International Journal of Professional Business Review, 8 (6), e02089. DOI: 10.26668/businessreview/2023.v8i6.2089
- Aydın, E., Turan, M. (2023). An AI-Based Shortlisting Model for Sustainability of Human Resource Management. Sustainability (Switzerland), 15 (3), 2737. DOI: 10.3390/su15032737
- Bostrom, N. (2014). Superinteligencja. Scenariusze, strategie, zagrożenia. Gliwice: Wydawnictwo Helion.
- Cassell, C., Symon, G., Buehring, A., Johnson, P. (2006). The Role and Status of Qualitative Methods in Management Research: An Empirical Account. Management Decision, 44 (2), 290–303. DOI: 10.1108/00251740610650256
- Creswell, J. (2013). Projektowanie badań naukowych, Metody jakościowe, ilościowe i mieszane. Cracow: Wydawnictwo Uniwersytetu Jagiellońskiego.
- Du, S., Xie, C. (2021). Paradoxes of Artificial Intelligence in Consumer Markets: Ethical Challenges and Opportunities. Journal of Business Research, 129, 961–974. DOI: 10.1016/j.jbusres.2020.08.024
- Duren, V., Amico, D. (2015). Lean Talent Acquisition: One Team’s Journey of Improvement. Strategic HR Review, 14(5), 188–193.
- Figueroa-Armijos, M., Clark, B. B., da Motta Veiga, S. P. (2023). Ethical Perceptions of AI in Hiring and Organizational Trust: The Role of Performance Expectancy and Social Influence. Journal of Business Ethics, 186 (1), 179–197. DOI: 10.1007/s10551022-05166–2
- González García, C., Meana-Llorián, D., Pelayo García-Bustelo, B., Cueva Lovelle, J. (2017). A review about Smart Objects, Sensors, and Actuators. International Journal of Interactive Multimedia and Artificial Intelligence, 4, 7–10. DOI: 10.9781/ijimai.2017.431
- Gupta, A., Mishra, M. (2022). Ethical Concerns While Using Artificial Intelligence in Recruitment of Employees. Business Ethics and Leadership, 6 (2), 6–11. DOI: 10.21272/bel.6 (2).6–11.2022
- Haenlein, M., Huang, M.-H., Kaplan, A. (2022). Guest Editorial: Business Ethics in the Era of Artificial Intelligence. Journal of Business Ethics, 178 (4), 867–869. DOI: 10.1007/s10551-022-05060-x
- Hain, D., Jurowetzki, R., Lee, S., Zhou, Y. (2023). Machine learning and artificial intelligence for science, technology, innovation mapping and forecasting: Review, synthesis, and applications. Scientometrics, 128 (3), 1465–1472. DOI: 10.1007/s11192- 022-04628-8
- Ho, D. (2006). The Focus Group Interview: Rising to the challenge in qualitative research methodology. Australian Review of Applied Linguistics, 29, 1–26. DOI: 10.2104/aral0605
- Horowitz, M. C. (2018). Artificial Intelligence, International Competition, and the Balance of Power. Texas National Security Review, 1 (3), 36–57. Retrieved from: https://repositories.lib.utexas.edu/handle/2152/65638 (accessed: 20.06.2024).
- Hunkenschroer, A. L., Luetge, C. (2022). Ethics of AI-Enabled Recruiting and Selection: A Review and Research Agenda. Journal of Business Ethics, 178 (4), 977–1007. DOI: 10.1007/s10551-022-05049-6
- Jabbour, C. J. C. (2013). Environmental training in organisations: From a literature review to a framework for future research. Resources, Conservation and Recycling, 74, 144–155. DOI: 10.1016/j.resconrec.2012.12.017
- Jagger, S., Siala, H. (2015). It’s All in the Game: A 3D Learning Model for Business
- Ethics. Journal of Business Ethics, 137, 383–403. DOI: 10.1007/s10551-015-2557-9
- Jainh, M. A. (2021). Comparison of Nationalized and Private Banks’ Strategic Human Resource Management Practices. J. Contemp. Issues Bus. Gov., 27, 709–713.
- Kaur, M., Gandolfi, F. (2023). Artificial Intelligence in Human Resource Management – Challenges and Future Research Recommendations. Review of International Comparative Management, 24 (3), 382–393. DOI: 10.24818/RMCI.2023.3.382
- Lambrecht, A., Tucker, C. (2019). Algorithmic Bias? An Empirical Study of Apparent Gender-Based Discrimination in the Display of STEM Career Ads. Management Science, 65 (7), 2966–2981. DOI: 10.1287/mnsc.2018.3093
- Liu, B., Wei, L., Wu, M., Luo, T. (2023). Speech Production under Uncertainty: How Do Job Applicants Experience and Communicate with an AI Interviewer? Journal of Computer-Mediated Communication, 28 (4), zmad028. DOI: https://doi.org/10.1093/ jcmc/zmad028
- Malo, F.-B. (2011). Human Resource Management: A Critical Approach by David G. Collings; Geoffrey Wood. Relations Industrielles / Industrial Relations, 66, 165–167. DOI: 10.2307/23078254
- Marta Widian Sari, A., Havidz Aima, B. M., Elfiswandi, C. (2023). The Effect of Creativity and Digital Literacy on Business Opportunities and Their Impact on Welfare Levels. International Journal of Professional Business Review, 8 (5), 1–17.
- Nyathani, R. (2023). AI-in-Performance-Management-Redefining-PerformanceAppraisals-in-the-Digital-Age. Journal of Artificial Intelligence & Cloud Computing, 1–5. DOI: 10.47363/JAICC/2023(2)134
- O. Nyumba, T., Wilson, K., Derrick, C. J., Mukherjee, N. (2018). The Use of Focus Group Discussion Methodology: Insights from Two Decades of Application in Conservation. Methods in Ecology and Evolution, 9 (1), 20–32. DOI: 10.1111/2041-210X.12860
- Prikshat, V. (2022). An Integrated Strategic Architectural Framework for AI-Augmented HRM. Academy of Management Proceedings, 2022 (1). DOI: 10.5465/ AMBPP.2022.15370abstract
- Rabiee, F. (2004). Focus Group Interview and Data Analysis. The Proceedings of the Nutrition Society, 63, 655–660. DOI: 10.1079/PNS2004399
- Schwarz, N., Tanur, J. M., Tourangeau, R. (Eds.). (1999). Cognition and Survey Research. New York: John Wiley and Sons.
- Tambe, P., Cappelli, P., Yakubovich, V. (2019). Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, 61 (4), 15–42. DOI: 10.1177/0008125619867910
- Thomas, L., MacMillan, J., McColl, E., Hale, C., Bond, S. (1995). Comparison of Focus Group and Individual Interview Methodology in Examining Patient Satisfaction with Nursing. Social Sciences in Health Care, 1, 206–219.
- Vemuri, V. (2014). The Second Machine Age: Work, Progress, and Prosperity in a Time of Brilliant Technologies, by Erik Brynjolfsson and Andrew McAfee. Journal of Information Technology Case and Application Research, 16, 112–115. DOI: 10.1080/ 15228053.2014.943094
Referencje
Ahmad, W., Azam, T., Arshad, M., Ahmed, B., Zaman, H. M. F. (2023). Faculty Members’ Perception of Learning Organization: A Case of Higher Education Institutions. SAGE Open, 13 (1), 215824402311544. DOI: 10.1177/21582440231154409
AL Qahtani, E., Alsmairat, M. (2023). Assisting Artificial Intelligence Adoption Drivers in Human Resources Management: A Mediation Model. Acta Logistica, 10 (1), 141– 150. DOI: 10.22306/al.v10i1.371
Albassam, W. A. (2023). The Power of Artificial Intelligence in Recruitment: An Analytical
Review of Current AI-Based Recruitment Strategies. International Journal of Professional Business Review, 8 (6), e02089. DOI: 10.26668/businessreview/2023.v8i6.2089
Aydın, E., Turan, M. (2023). An AI-Based Shortlisting Model for Sustainability of Human Resource Management. Sustainability (Switzerland), 15 (3), 2737. DOI: 10.3390/su15032737
Bostrom, N. (2014). Superinteligencja. Scenariusze, strategie, zagrożenia. Gliwice: Wydawnictwo Helion.
Cassell, C., Symon, G., Buehring, A., Johnson, P. (2006). The Role and Status of Qualitative Methods in Management Research: An Empirical Account. Management Decision, 44 (2), 290–303. DOI: 10.1108/00251740610650256
Creswell, J. (2013). Projektowanie badań naukowych, Metody jakościowe, ilościowe i mieszane. Cracow: Wydawnictwo Uniwersytetu Jagiellońskiego.
Du, S., Xie, C. (2021). Paradoxes of Artificial Intelligence in Consumer Markets: Ethical Challenges and Opportunities. Journal of Business Research, 129, 961–974. DOI: 10.1016/j.jbusres.2020.08.024
Duren, V., Amico, D. (2015). Lean Talent Acquisition: One Team’s Journey of Improvement. Strategic HR Review, 14(5), 188–193.
Figueroa-Armijos, M., Clark, B. B., da Motta Veiga, S. P. (2023). Ethical Perceptions of AI in Hiring and Organizational Trust: The Role of Performance Expectancy and Social Influence. Journal of Business Ethics, 186 (1), 179–197. DOI: 10.1007/s10551022-05166–2
González García, C., Meana-Llorián, D., Pelayo García-Bustelo, B., Cueva Lovelle, J. (2017). A review about Smart Objects, Sensors, and Actuators. International Journal of Interactive Multimedia and Artificial Intelligence, 4, 7–10. DOI: 10.9781/ijimai.2017.431
Gupta, A., Mishra, M. (2022). Ethical Concerns While Using Artificial Intelligence in Recruitment of Employees. Business Ethics and Leadership, 6 (2), 6–11. DOI: 10.21272/bel.6 (2).6–11.2022
Haenlein, M., Huang, M.-H., Kaplan, A. (2022). Guest Editorial: Business Ethics in the Era of Artificial Intelligence. Journal of Business Ethics, 178 (4), 867–869. DOI: 10.1007/s10551-022-05060-x
Hain, D., Jurowetzki, R., Lee, S., Zhou, Y. (2023). Machine learning and artificial intelligence for science, technology, innovation mapping and forecasting: Review, synthesis, and applications. Scientometrics, 128 (3), 1465–1472. DOI: 10.1007/s11192- 022-04628-8
Ho, D. (2006). The Focus Group Interview: Rising to the challenge in qualitative research methodology. Australian Review of Applied Linguistics, 29, 1–26. DOI: 10.2104/aral0605
Horowitz, M. C. (2018). Artificial Intelligence, International Competition, and the Balance of Power. Texas National Security Review, 1 (3), 36–57. Retrieved from: https://repositories.lib.utexas.edu/handle/2152/65638 (accessed: 20.06.2024).
Hunkenschroer, A. L., Luetge, C. (2022). Ethics of AI-Enabled Recruiting and Selection: A Review and Research Agenda. Journal of Business Ethics, 178 (4), 977–1007. DOI: 10.1007/s10551-022-05049-6
Jabbour, C. J. C. (2013). Environmental training in organisations: From a literature review to a framework for future research. Resources, Conservation and Recycling, 74, 144–155. DOI: 10.1016/j.resconrec.2012.12.017
Jagger, S., Siala, H. (2015). It’s All in the Game: A 3D Learning Model for Business
Ethics. Journal of Business Ethics, 137, 383–403. DOI: 10.1007/s10551-015-2557-9
Jainh, M. A. (2021). Comparison of Nationalized and Private Banks’ Strategic Human Resource Management Practices. J. Contemp. Issues Bus. Gov., 27, 709–713.
Kaur, M., Gandolfi, F. (2023). Artificial Intelligence in Human Resource Management – Challenges and Future Research Recommendations. Review of International Comparative Management, 24 (3), 382–393. DOI: 10.24818/RMCI.2023.3.382
Lambrecht, A., Tucker, C. (2019). Algorithmic Bias? An Empirical Study of Apparent Gender-Based Discrimination in the Display of STEM Career Ads. Management Science, 65 (7), 2966–2981. DOI: 10.1287/mnsc.2018.3093
Liu, B., Wei, L., Wu, M., Luo, T. (2023). Speech Production under Uncertainty: How Do Job Applicants Experience and Communicate with an AI Interviewer? Journal of Computer-Mediated Communication, 28 (4), zmad028. DOI: https://doi.org/10.1093/ jcmc/zmad028
Malo, F.-B. (2011). Human Resource Management: A Critical Approach by David G. Collings; Geoffrey Wood. Relations Industrielles / Industrial Relations, 66, 165–167. DOI: 10.2307/23078254
Marta Widian Sari, A., Havidz Aima, B. M., Elfiswandi, C. (2023). The Effect of Creativity and Digital Literacy on Business Opportunities and Their Impact on Welfare Levels. International Journal of Professional Business Review, 8 (5), 1–17.
Nyathani, R. (2023). AI-in-Performance-Management-Redefining-PerformanceAppraisals-in-the-Digital-Age. Journal of Artificial Intelligence & Cloud Computing, 1–5. DOI: 10.47363/JAICC/2023(2)134
O. Nyumba, T., Wilson, K., Derrick, C. J., Mukherjee, N. (2018). The Use of Focus Group Discussion Methodology: Insights from Two Decades of Application in Conservation. Methods in Ecology and Evolution, 9 (1), 20–32. DOI: 10.1111/2041-210X.12860
Prikshat, V. (2022). An Integrated Strategic Architectural Framework for AI-Augmented HRM. Academy of Management Proceedings, 2022 (1). DOI: 10.5465/ AMBPP.2022.15370abstract
Rabiee, F. (2004). Focus Group Interview and Data Analysis. The Proceedings of the Nutrition Society, 63, 655–660. DOI: 10.1079/PNS2004399
Schwarz, N., Tanur, J. M., Tourangeau, R. (Eds.). (1999). Cognition and Survey Research. New York: John Wiley and Sons.
Tambe, P., Cappelli, P., Yakubovich, V. (2019). Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, 61 (4), 15–42. DOI: 10.1177/0008125619867910
Thomas, L., MacMillan, J., McColl, E., Hale, C., Bond, S. (1995). Comparison of Focus Group and Individual Interview Methodology in Examining Patient Satisfaction with Nursing. Social Sciences in Health Care, 1, 206–219.
Vemuri, V. (2014). The Second Machine Age: Work, Progress, and Prosperity in a Time of Brilliant Technologies, by Erik Brynjolfsson and Andrew McAfee. Journal of Information Technology Case and Application Research, 16, 112–115. DOI: 10.1080/ 15228053.2014.943094