Applicant reactions to Artificial Intelligence-assisted selection: The moderating role of outcome favorability and job role type

Abstract

The present study investigates candidate perceptions on the use of AI-assisted selection interviews, specifically exploring the joint influence of the job role for which the applicant is evaluated (non-leadership role vs. leadership role) and the outcome favorability (rejected vs. accepted) on the relationship between trust in AI-assisted selection and perceived procedural justice of the selection method, on the one hand, and the applicants’ intention to recommend the organization on the other hand. A sample of 192 participants were randomly assigned to four alternative scenarios in a quasi-experimental design using vignettes. Each scenario simulated a specific AI-assisted selection interview, with different job roles (non-leadership role vs. leadership role) and outcome favorability (rejected vs. accepted) conditions. Data reveal that trust in AI positively influences intention to recommend the organization under specific conditions defined by outcome favorability and the job role for which applicants are evaluated. Perceived procedural justice was positively associated with intention to recommend the organization. However, perceptions of procedural justice did not interact with outcome favorability or job role in explaining the examined outcomes. These findings are consistent with prior research suggesting that procedural justice perceptions and trust in AI-related decisions play a different central role in shaping applicant intentions toward organizations.