From Gut Feeling to Algorithms? : A Qualitative study about approaches and Potential Effects of AI in the Recruitment Process

The study was conducted by Hanna Jönsson and Loella Lundin during the sixth semester of the Work Science program at Halmstad University in 2025. Research indicates that the use of artificial intelligence is increasing within recruitment processes; however, it is not yet a standardized practice in Sweden. The purpose of this study is to explore how HR professionals with experience in recruitment relate to the implementation of artificial intelligence in the recruitment process, and to highlight the potential effects they believe the use of AI-based recruitment tools may entail. The study is based on an inductive research approach, which informed the choice of a qualitative method in the form of semi-structured interviews. Eight HR-professionals with experience in recruitment participated in the study. A thematic analysis was conducted to interpret the empirical material, and recurring patterns led to the application of the Technology Acceptance Model and Institutional Isomorphism to provide deeper understanding and analysis of the findings. The results of the study show that HR professionals generally hold a positive attitude toward the implementation of AI in the recruitment process, as it is expected to contribute to increased efficiency, objectivity, and inclusion. However, a notable shift in attitude is observed between short-term and long-term perspectives. From a long-term future outlook, a more skeptical and cautious stance toward AI is expressed. The future of recruitment in relation to AI is portrayed as uncertain and complex, highlighting the need for resources such as education, thorough preparation, and well-developed strategies to ensure successful implementation.