The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice

Using Artificial Intelligence (AI) for hiring is becoming a common practice among the employers. However, comparatively, there is not much empirical evidence in the academia about how the job applicants react to such utilization. In this empirical study, we tried to investigate the relationship between perceived (by the job applicants) use of AI for the hiring process (PUAHP) and the job applicants’ perceived procedural justice (PPJ) using an extension of the Technology Acceptance Model (TAM) as mediators [perceived ease of use (PEU), perceived usefulness (PU) and perceived trust (PT)]. The study was conducted based on the primary data collected from 418 job applicants of Bangladesh. We used SPSS 26 for descriptive statistics and partial least squares based structural equation modeling (PLS-SEM) through SmartPLS 4.0. First of all, it was identified that PUAHP has a significant positive relationship with the dependent variable, PPJ. Second, PUAHP was also found to be significantly correlated with all the three mediators (PEU, PU and PT). Third, PEU, PU and PT were identified to have significant positive relationships with PPJ. Finally, regarding the mediating effect, we found that all the three mediators partially mediate the relationship between PUAHP and PPJ. Although, there are sufficient empirical studies conducted focusing on the utilization of AI for the hiring process, particularity little has been known so far regarding how the job applicants perceive such an utilization. Therefore, this study can add value to the existing knowledge by reducing such lacking. Moreover, we used three components of the extended TAM as mediators which is an unique effort in academia. Furthermore, the study was conducted based on the primary responses from an emerging economy which is also rare in academia. • We assessed the job applicants’ perception on procedural justice about using AI in hiring process. • The result shows significant positive relationships among AH and all three psycho-social factors, i.e., PPJ, PEU, and PU • There are also significant positive association shows between AH and PT • The relationships among administrative psycho-social factors (PPJ, PEU, and PU) and PPJ found significant. • PPJ, PEU, and PU all have partial mediation between AH and PPJ