Hiring with Algorithms: What Makes Human Resource Personnel Adopt the Artificial Intelligence Recruitment in China?

Abstract

Manuscript type: Research paper
Research aims: This study examines the factors affecting Artificial
Intelligence (AI) recruitment among human resource personnel in China,
drawing from an integration of Unified Theory of Acceptance and Use of
Technology (UTAUT) 2 and Value-Based Model (VAM).
Design/Methodology/Approach: A quantitative approach using
questionnaires was employed. Data collected from 272 HR practitioners
in China were analysed using SPSS and AMOS.
Research findings: The results show that performance expectations,
effort expectations, social influence and facilitating conditions influence
perceived values and adoption of AI recruitment. Perceived values
are found to mediate the relationship between the four factors and the
adoption of technology.
Research limitations: The study is limited to human resource personnel
in China. It uses a cross-sectional design, which can only be able to
capture data at one point in time. The use of self-reported data may also
introduce bias.
Practical implications: Enterprises should fully leverage social influence
by using digital champion approach, besides providing continuous
technical support and training. They should also promote how the AI recruitment can lead to efficient and effective processes. These measures
will boost human resource personnels’ perceived value of AI recruitment,
thereby significantly strengthening their willingness to adopt and use it
effectively.
Originality/Value: This study extends the UTAUT model by integrating
VAM, which is applied to an emerging technology, AI recruitment
application in China.