Robots are judging me: Perceived fairness of algorithmic recruitment tools

Area of Science:

• Human Resources
• Organizational Psychology
• Artificial Intelligence in Recruitment

Background:

• Algorithmic recruitment tools are increasingly replacing human judgment in candidate selection.
• These tools screen resumes, assess psychometrics, and evaluate video interviews.
• Research on candidate reactions to these technologies is emerging.

Purpose of the Study:

• To review applicant perceptions of procedural fairness in algorithmic recruitment tools.
• To analyze fairness perceptions regarding behavioral control and social presence.
• To identify areas for future research in this under-explored field.

Main Methods:

• Systematic review of seven key studies.
• Analysis of findings from over 1,300 participants.
• Focus on procedural fairness sub-facets: behavioral control and social presence.

Main Results:

• Overall procedural fairness perceptions are mixed.
• Fairness perceptions of behavioral control are mostly negative; candidates feel less able to influence outcomes.
• Social presence perceptions are largely negative due to a perceived lack of empathy and interpersonal warmth.

Conclusions:

• Candidates perceive algorithmic tools as less fair regarding behavioral control and social presence compared to human assessments.
• The human element, empathy, and interpersonal warmth are perceived as diminished.
• Future research should explore individual differences, demographics, and neurodiversity in fairness perceptions.