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, there is a lack of empirical evidence in academia about how job applicants react to such utilization. In this empirical study, we tried to investigate the relationship between perceived (by job...
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Elsevier
2025-08-01
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| Series: | Computers in Human Behavior Reports |
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| Online Access: | http://www.sciencedirect.com/science/article/pii/S2451958825001289 |
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| author | Md Sajjad Hosain Mohammad Bin Amin Gouranga Chandra Debnath Md Atikur Rahaman |
| author_facet | Md Sajjad Hosain Mohammad Bin Amin Gouranga Chandra Debnath Md Atikur Rahaman |
| author_sort | Md Sajjad Hosain |
| collection | DOAJ |
| description | Using Artificial Intelligence (AI) for hiring is becoming a common practice among the employers. However, there is a lack of empirical evidence in academia about how job applicants react to such utilization. In this empirical study, we tried to investigate the relationship between perceived (by job applicants) use of AI in the hiring process (PUAHP) and 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 primary data collected from 418 job applicants in Bangladesh. We used SPSS 26 for descriptive statistics and partial least squares structural equation modeling (PLS-SEM) through SmartPLS 4.0. The study identified that, first of all, PUAHP has a significant positive relationship with the dependent variable, PPJ. Second, PUAHP was also found to be significantly correlated with all three mediators (PEU, PU and PT). Third, PEU, PU and PT were identified to have significant positive relationships with PPJ. Finally, regarding the mediating effects, we found that all three mediators partially mediated the relationship between PUAHP and PPJ. Although, there are sufficient empirical studies that have focused on the use of AI in the hiring process, comparatively less attention has been put so far particularly on job applicants' percpetions of such an use of AI in the hiring process. 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 primary responses in an emerging economy which is also rare in academia. |
| format | Article |
| id | doaj-art-59a6787deb0a43b1a42d1bb963409d20 |
| institution | Kabale University |
| issn | 2451-9588 |
| language | English |
| publishDate | 2025-08-01 |
| publisher | Elsevier |
| record_format | Article |
| series | Computers in Human Behavior Reports |
| spelling | doaj-art-59a6787deb0a43b1a42d1bb963409d202025-08-20T03:46:49ZengElsevierComputers in Human Behavior Reports2451-95882025-08-011910071310.1016/j.chbr.2025.100713The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justiceMd Sajjad Hosain0Mohammad Bin Amin1Gouranga Chandra Debnath2Md Atikur Rahaman3Department of Business Administration, University of Science and Technology Chittagong, Zakir Hossain Road, Khulshi, Chattogram, 4202, BangladeshDoctoral School of Management and Business, Faculty of Economics and Business, University of Debrecen, Böszörményi út 138, Debrecen 4032, Hungary; Department of Business Administration, Faculty of Business Studies, Bangladesh Army University of Science and Technology, Saidpur 5310, Nilphamari, Bangladesh; Corresponding author. Doctoral School of Management and Business, Faculty of Economics and Business, University of Debrecen, Böszörményi út 138, Debrecen 4032, Hungary.School of Business & Economics, United International University, United City, Madani Avenue, Badda, Dhaka, 1212, BangladeshSchool of Economics and Management, Jiujiang University, 551 Qianjin Donglu, Jiujiang, Jiangxi, 332005, ChinaUsing Artificial Intelligence (AI) for hiring is becoming a common practice among the employers. However, there is a lack of empirical evidence in academia about how job applicants react to such utilization. In this empirical study, we tried to investigate the relationship between perceived (by job applicants) use of AI in the hiring process (PUAHP) and 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 primary data collected from 418 job applicants in Bangladesh. We used SPSS 26 for descriptive statistics and partial least squares structural equation modeling (PLS-SEM) through SmartPLS 4.0. The study identified that, first of all, PUAHP has a significant positive relationship with the dependent variable, PPJ. Second, PUAHP was also found to be significantly correlated with all three mediators (PEU, PU and PT). Third, PEU, PU and PT were identified to have significant positive relationships with PPJ. Finally, regarding the mediating effects, we found that all three mediators partially mediated the relationship between PUAHP and PPJ. Although, there are sufficient empirical studies that have focused on the use of AI in the hiring process, comparatively less attention has been put so far particularly on job applicants' percpetions of such an use of AI in the hiring process. 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 primary responses in an emerging economy which is also rare in academia.http://www.sciencedirect.com/science/article/pii/S2451958825001289Artificial IntelligenceHiring processJob applicantsPerceived procedural justiceTechnology acceptance model |
| spellingShingle | Md Sajjad Hosain Mohammad Bin Amin Gouranga Chandra Debnath Md Atikur Rahaman The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice Computers in Human Behavior Reports Artificial Intelligence Hiring process Job applicants Perceived procedural justice Technology acceptance model |
| title | The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice |
| title_full | The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice |
| title_fullStr | The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice |
| title_full_unstemmed | The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice |
| title_short | The use of Artificial Intelligence (AI) in the hiring process: Job applicants’ perceptions of procedural justice |
| title_sort | use of artificial intelligence ai in the hiring process job applicants perceptions of procedural justice |
| topic | Artificial Intelligence Hiring process Job applicants Perceived procedural justice Technology acceptance model |
| url | http://www.sciencedirect.com/science/article/pii/S2451958825001289 |
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