Abstract
The controversy over fairness and objectivity in the job market, due to hiring irregularities, has led to calls for transparent and fair recruitment procedures. Advances in IT technology have led to the emergence of a non-face-to-face “AI recruitment system” in which artificial intelligence (AI) conducts interviews, instead of human interviews. As the introduction of the non-face-to-face method is encouraged in the hiring process due to the COVID-19 virus pandemics, the number of companies introducing AI recruitment systems is steadily increasing. In this study, the factors affecting the intention of use of AI-based recruitment system were analyzed by utilizing TOE and TAM. As a result, it was shown that the reliability, security, suitability, new technology, partiality, readiness, and legal and policy environment of the TOE affected the intention of using the system. It was also identified to have the moderating effect of the number of employees in the firm.
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Lee, J.H., Kim, J.H., Kim, Y.H., Song, Y.M., Gim, G.Y. (2021). Factors Affecting the Intention to Use Artificial Intelligence-Based Recruitment System: A Structural Equation Modeling (SEM) Approach. In: Lee, R. (eds) Computer and Information Science 2021—Summer . ICIS 2021. Studies in Computational Intelligence, vol 985. Springer, Cham. https://doi.org/10.1007/978-3-030-79474-3_8
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