从偏见到辉煌:人工智能的使用对中国招聘偏见的影响

IF 4.6 3区 管理学 Q1 BUSINESS IEEE Transactions on Engineering Management Pub Date : 2024-08-13 DOI:10.1109/TEM.2024.3442618
Fei Zheng;Chenguang Zhao;Muhammad Usman;Petra Poulova
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引用次数: 0

摘要

在快速发展的人力资源和人才招聘领域,人工智能(以下简称 "AI")的使用对招聘偏见的影响已成为一个关键的、变革性的研究课题。因此,本研究旨在批判性地评估人工智能的使用对招聘偏见的影响,尤其是在中国的背景下。本研究通过对 423 名制造业受访者的调查收集数据。我们使用了横截面数据集和各种诊断方法(即可靠性和共线性检验)。使用多元回归技术得出的实证结果表明,Al 的使用正在重塑招聘流程,为解决多年来招聘流程中普遍存在的偏见提供了创新解决方案。不过,在使用人工智能的同时,人的参与在招聘过程中也不可或缺。虽然使用人工智能可以高效地处理简历筛选和数据分析等任务,但人类的判断力为招聘流程带来了必不可少的素质。人类招聘人员有能力评估应聘者的软技能、文化契合度和情商,因为这些品质对人工智能来说是难以理解的。这项研究的政策影响建议,通过将人工智能的效率优势与人类的洞察力相结合,企业可以创建一个不仅客观、高效,而且考虑周到、合乎道德并与企业价值观和目标相一致的招聘流程。
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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.
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来源期刊
IEEE Transactions on Engineering Management
IEEE Transactions on Engineering Management 管理科学-工程:工业
CiteScore
10.30
自引率
19.00%
发文量
604
审稿时长
5.3 months
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.
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