HR Professionals’ Intention to Adopt and Use of Artificial Intelligence in Recruiting Talents

Abstract

Purpose: The present study is an attempt to explore the antecedents of behavioral intention to use artificial intelligence (AI) in recruiting talents by the HR professionals in Bangladesh. Drawing on the principle of the unified theory of acceptance and use of technology (UTAUT), which was built on the premise of technology acceptance model, the theory of planned behavior, the theory of reasoned action, and so forth, the current study has been conducted in the context of Bangladesh. 
 Method: Building on the understanding of the deductive reasoning approach, the investigation followed the positivism paradigm via a quantitative research strategy. We collected 226 replies from the end-users of AI through a self-administrative survey. We used structural equation modeling (SEM) via SmartPLS. 
 Results: Henceforth, the results in the findings filmed that all the hypotheses were supported. 
 Implications: One of the important implications of the present study is the use of the intervention mentioned in this study for the manufacturing and service firms. 
 Limitation: The major limitation is the use of cross-sectional data which implies that future research must use both cross-sectional and longitudinal data for the generalizability of the observed findings.

Artificial intelligence in psychology: How can we enable psychology students to accept and use artificial intelligence?

“…Similarly, AI-based tools from the context of organizational and industrial psychology, e.g., to facilitate personnel selection, are becoming increasingly popular. However, because perceived ease of use and perceived usefulness could explain only 12% of the variance in attitude towards AI, other variables seem to be important in determining a person's attitude towards AI technology, e.g., anxiety (e.g., Kim, 2017), perceived trustworthiness (e.g., Nadarzynski et al, 2019), availability (e.g., Alam et al, 2020), or techsavviness (e.g., Pinto dos Santos et al, 2019. Nevertheless, even if predictors of attitude towards AI remain to a large extent unclear, attitude predicts intention to use AI.…”

“…Both Dwivedi et al (2019) and Khechine et al (2016) found 21% explained variance of user behavior based on 162 and 74 empirical studies. Alam et al (2020) applied the UTAUT to explore the antecedents of intention to use AI in recruiting. In their study with 226 HR professionals in Bangladesh, they report 36% of explained variance in intention to use AI and 21% of explained variance in the actual use of AI in recruitment.…”

Impact of Emotional Intelligence on Sustainable Leadership

“…In this study, the researchers followed the quantitative research paradigm. The study used PLS-SEM to analyze the data and to evaluate the measurement and structural model to ensure the reliability and validity of the results (Alam, Dhar & Munira, 2020;Hair, Matthews, Matthews & Sarstedt, 2017;Hair Jr, Risher, Sarstedt & Ringle, 2019).…”

Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh

“…The behavioural intention to use measures the degree of subjective probability and willingness of system users to employ new technologies; it is treated as a sustainable and consequential forecaster of actual use (Venkatesh & Davis, 2000; Venkatesh et al, 2003). Previous studies have demonstrated from different perspectives that the actual use of technologies is significantly influenced by the behavioural intention to use them (Alam et al, 2020; Rajan & Baral, 2015; Suki & Suki, 2017). The study of Alam et al (2020) found a conclusive association between behavioural intention to use and actual use of AI among recruiters in Bangladesh.…”