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Innovative technologies play a pivotal role in recruiting and selecting work applications (Kulkarni & Che, 2019; Van Esch, Black, & Ferolie, 2019). The HR practices are transformed into more digital services to enhance performance using AI, self-learning tools and multimedia tools (Herbst et al., 2017; Hunter, Shortland, Crayne, & Ligon, 2017; Van Esch, Black, & Ferolie, 2019). Such digital practices are now being termed as AI recruitment. Artificial intelligence (AI) is a process where a robot through computer-based systems and software behaves or acts like a human with machine learning capabilities to increase performance (Duan, Edwards, & Dwivedi, 2019; Hengstler, Enkel, & Duelli, 2016). The behavioral and physiological aspects are key predictors towards understanding the consumers who take part in AI recruitment.
The implementation of technologies is made to enhance the employee and the firm’s performance (Ashrafi, Ravasan, Trkman, & Afshari, 2019; Jabbour, Jugend, de Sousa Jabbour, Gunasekaran, & Latan, 2015). The evolution of digital processes makes firms adopt such practices to enhance their operations (Crescenzi & Gagliardi, 2018). The recruitment firms also integrate such technological advances to complete the application processes faster and more convenient. In the service industry, AI is changing how services can enhance the customer experience through chatbots or Robo-advisors (Ashfaq, Yun, Yu, & Loureiro, 2020; Ivanov & Webster, 2020). The use of AI tools plays a vital role in recruitment services (Gravili & Fait, 2016; Van Esch et al., 2019). The current study will highlight the behavioral perspective of end-user (a potential employee) towards the usage of AI recruitment services. AI novelty is still a relevant topic in the HRM practices as the HR practitioners are still concerned about the behavioral aspects of the end-user (Van Esch et al., 2019). Further, AI service quality can play an essential role in understanding the user's behavioral part towards job application likelihood.