{"title":"从偏见到辉煌:人工智能的使用对中国招聘偏见的影响","authors":"Fei Zheng;Chenguang Zhao;Muhammad Usman;Petra Poulova","doi":"10.1109/TEM.2024.3442618","DOIUrl":null,"url":null,"abstract":"In the rapidly evolving landscape of human resources and talent acquisition, the impact of the usage of artificial intelligence (hereafter, AI) on recruitment biases has emerged as a pivotal and transformative subject of study. Therefore, this study aims to critically evaluate the impact of AI usage on recruitment biases, particularly in the context of China. The data were gathered through a survey of 423 respondents working in the manufacturing sector. We use a cross-sectional dataset and various diagnostics (i.e., reliability and collinearity tests). The empirical findings using multivariate regression techniques suggested that Al usage is reshaping the recruitment process by offering innovative solutions to tackle biases that have pervaded the hiring process for years. However, human involvement is indispensable in the recruitment process, alongside the use of AI. Although the use of AI can efficiently handle tasks such as resume screening and data analysis, human judgment brings essential qualities to the hiring process. Human recruiters possess the ability to assess a candidate's soft skills, cultural fit, and emotional intelligence, as these qualities are challenging for AI to comprehend. The policy implications of the study recommend that by combining the strengths of AI efficiency with human insight, organizations can create a recruitment process that is not only objective and efficient but also considerate, ethical, and aligned with the values and goals of the company.","PeriodicalId":55009,"journal":{"name":"IEEE Transactions on Engineering Management","volume":null,"pages":null},"PeriodicalIF":4.6000,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ieeexplore.ieee.org/stamp/stamp.jsp?tp=&arnumber=10634779","citationCount":"0","resultStr":"{\"title\":\"From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China\",\"authors\":\"Fei Zheng;Chenguang Zhao;Muhammad Usman;Petra Poulova\",\"doi\":\"10.1109/TEM.2024.3442618\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"In the rapidly evolving landscape of human resources and talent acquisition, the impact of the usage of artificial intelligence (hereafter, AI) on recruitment biases has emerged as a pivotal and transformative subject of study. Therefore, this study aims to critically evaluate the impact of AI usage on recruitment biases, particularly in the context of China. The data were gathered through a survey of 423 respondents working in the manufacturing sector. We use a cross-sectional dataset and various diagnostics (i.e., reliability and collinearity tests). The empirical findings using multivariate regression techniques suggested that Al usage is reshaping the recruitment process by offering innovative solutions to tackle biases that have pervaded the hiring process for years. However, human involvement is indispensable in the recruitment process, alongside the use of AI. Although the use of AI can efficiently handle tasks such as resume screening and data analysis, human judgment brings essential qualities to the hiring process. Human recruiters possess the ability to assess a candidate's soft skills, cultural fit, and emotional intelligence, as these qualities are challenging for AI to comprehend. The policy implications of the study recommend that by combining the strengths of AI efficiency with human insight, organizations can create a recruitment process that is not only objective and efficient but also considerate, ethical, and aligned with the values and goals of the company.\",\"PeriodicalId\":55009,\"journal\":{\"name\":\"IEEE Transactions on Engineering Management\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":4.6000,\"publicationDate\":\"2024-08-13\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://ieeexplore.ieee.org/stamp/stamp.jsp?tp=&arnumber=10634779\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"IEEE Transactions on Engineering Management\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://ieeexplore.ieee.org/document/10634779/\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"BUSINESS\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"IEEE Transactions on Engineering Management","FirstCategoryId":"91","ListUrlMain":"https://ieeexplore.ieee.org/document/10634779/","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"BUSINESS","Score":null,"Total":0}
From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China
In the rapidly evolving landscape of human resources and talent acquisition, the impact of the usage of artificial intelligence (hereafter, AI) on recruitment biases has emerged as a pivotal and transformative subject of study. Therefore, this study aims to critically evaluate the impact of AI usage on recruitment biases, particularly in the context of China. The data were gathered through a survey of 423 respondents working in the manufacturing sector. We use a cross-sectional dataset and various diagnostics (i.e., reliability and collinearity tests). The empirical findings using multivariate regression techniques suggested that Al usage is reshaping the recruitment process by offering innovative solutions to tackle biases that have pervaded the hiring process for years. However, human involvement is indispensable in the recruitment process, alongside the use of AI. Although the use of AI can efficiently handle tasks such as resume screening and data analysis, human judgment brings essential qualities to the hiring process. Human recruiters possess the ability to assess a candidate's soft skills, cultural fit, and emotional intelligence, as these qualities are challenging for AI to comprehend. The policy implications of the study recommend that by combining the strengths of AI efficiency with human insight, organizations can create a recruitment process that is not only objective and efficient but also considerate, ethical, and aligned with the values and goals of the company.
期刊介绍:
Management of technical functions such as research, development, and engineering in industry, government, university, and other settings. Emphasis is on studies carried on within an organization to help in decision making or policy formation for RD&E.