From HR to AI-R : Navigating Attitudes Towards the Future of Recruitment

Abstract: Artificial intelligence has recently gained an increased amount of attention, both in general and in recruitment. The recruitment process has for a long time been dependent on the human touch, but lately AI has been argued as the “future of hiring”. This thesis investigates how candidates’ and recruiters’ attitudes influence the transition towards using artificial intelligence within the recruitment process. The purpose is to gain a wider understanding, and by providing that knowledge, prepare for the future that lays ahead. The thesis takes on a global approach, and the investigation is conducted in a qualitative manner using an exploratory approach. Attitudes are investigated based on the different elements; AI readiness, bias, personal characteristics, adoption stage of technology, field of study, gender, age, country of origin, level of control, and language barriers. The key findings state how candidates in general have a more negative attitude towards artificial intelligence as a part of the recruitment process, compared to the recruiters, where the main elements influencing attitudes were personal characteristics, level of control and AI readiness. Concluding that attitudes influence the transition towards AI based recruitment tools by slowing down the process due to existing resistance. Regarding the future, recruiters believe that AI will play a great role, indicating that our findings are of great importance.