Would you Like to Have Your Social Skills Assessed by a Softbot? AI-Supported Recruitment Processes


  • Peter Mozelius Mid Sweden University
  • Amir Jama Mid Sweden University
  • Aile Castberg k




Recruitment process, Recruitment tools, Artificial Intelligence, Dehumanisation, Model of Applicant Reaction to Selection


In parallel with the increased use of Artificial Intelligence (AI) in recruitment processes, there is also an ongoing
discussion on the dehumanisation in automated recruitment. On one hand AI-based recruitment has the potential to
reduce human bias, on the other hand there are parts of the process that still need human judgement. Another concern is
that the identified dehumanisation could harm the relationship between employees and employers. Research indicates
that AI-based technologies definitely have the potential to increase the efficiency of the recruitment process by replacing
humans in time-consuming tasks. Less research has been conducted on the human perceptions about AI-based
recruitment. In a time when AI-based recruitment tools are used in a rapidly increasing number of companies and
organisations, it is important to better explore the human side of the process. Therefore, this paper investigates: What
are the perceptions of the job candidate conditions in automatised and AI-based recruitment processes? This study was
conducted with a qualitative approach with data gathered from candidates and recruiters that all had experiences from
AI-based recruitment processes. Four candidates and two recruiters were chosen with the idea of a purposive sampling.
Answers from six audio recorded semi-structured interviews were categorised in a deductive thematic analysis. The
theoretic lens for the study was the Model of Applicant Reaction to Selection. Findings showed that the informants had a
negative attitude towards the dehumanised recruitment process. The most obvious finding was the general critique
towards the AI-based assessment of candidates' social skills. At the same time, the majority of the informants agreed that
AI-based recruitment tools have the potential to make time-consuming administrative tasks more efficient. Only one
informant was willing to go through a completely AI-based recruitment process, and all informants pointed out different
ways in which the recruitment tools need to be improved. The conclusion is that the AI-based recruitment tools must be
made more transparent and used as a support for decision-making rather than being the decision maker. The
recommendation is a hybrid solution, where AI-based tools are used to assist and create the basis for well-informed
human decisions.

Author Biography

Peter Mozelius, Mid Sweden University

Peter Mozelius is an Associate Professor and Researcher, working at the Department of Computer and Systems Sciences at the Mid Sweden University in Östersund, Sweden. Research interests are in the areas of Technology enhanced learning,  Game-based learning, Artificial intelligence and Programming education.