Exploring the Perception of Potential Employees on the Use of Artificial Intelligence Tools in the Recruitment and Selection Process

This study explores how potential employees perceive the use of Artificial Intelligence (AI) tools in recruitment and selection processes. Despite the growing adoption of AI in human resource management, limited research has examined candidate-side perceptions. Focusing on Master's degree Human Resource Management students at the University of Derby, this research investigates perceptions and influencing factors through a qualitative lens. Using an interpretivist philosophy, an inductive approach, and a single-case study design, ten semi-structured interviews were conducted. Thematic analysis revealed a nuanced perspective, with participants acknowledging benefits such as efficiency and reduced bias, while also raising significant concerns about depersonalisation, algorithmic opacity, and a lack of emotional sensitivity. The Technology Acceptance Model (TAM) was used to frame the findings, highlighting that perceived usefulness and ease of use, as well as moderating factors like trust and transparency, shaped participant attitudes. Influencing factors included prior experience with AI, communication from employers, and the transparency of systems. The study contributes to the understanding of user perspectives in AI-driven recruitment and offers recommendations for HR practitioners, policymakers, and researchers to ensure responsible and inclusive implementation.