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Examining the Influence of AI-Supporting HR Practices Towards Recruitment Efficiency with the Moderating Effect of Anthropomorphism

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  • Ali Falah Dalain

    (Department of Human Resources Management, College of Business, University of Jeddah, Jeddah 23218, Saudi Arabia)

  • Mohammad Ali Yamin

    (Department of Human Resources Management, College of Business, University of Jeddah, Jeddah 23218, Saudi Arabia)

Abstract

Technological developments are compelling organizations to upgrade their HR practices by adopting AI-driven applications. Yet, HR professionals are hesitant to adopt AI-driven technology in the recruitment process. Addressing this topic, the current study developed an amalgamated research framework for investigating factors relevant to AI, such as perceived interactivity, perceived intelligence, personalization, accuracy, automation, and real-time experience, which was applied to investigate employees’ intention to adopt AI-driven recruitment. For our data collection, survey questionnaires were distributed among HR professionals, which garnered 336 respondents. The empirical findings revealed that perceived interactivity, perceived intelligence, personalization, accuracy, automation, and real-time experience explained a large portion (89.7%) of the variance R 2 in employees’ intention to adopt AI-driven recruitment practices. The effect size f 2 analysis, then demonstrated that perceived interactivity was the most influential factor in employees’ intention to adopt AI-driven recruitment. Overall, this study indicates that perceived interactivity, perceived intelligence, personalization, accuracy, automation, and real-time experience are the core factors enhancing employees’ intention to adopt AI-enabled recruitment and should hence be the focuses of policymakers’ attention. Furthermore, this study uniquely unveils a new research framework that may be applied to improve the recruitment process in organizations by using artificial intelligence, which may empower HR professionals to hire the right staff efficiently and cost-effectively. Similarly, this study is in line with United Nations sustainable development goals and contributes to decent work, industry innovation, and sustainable economic growth by using artificial intelligence human resource practices.

Suggested Citation

  • Ali Falah Dalain & Mohammad Ali Yamin, 2025. "Examining the Influence of AI-Supporting HR Practices Towards Recruitment Efficiency with the Moderating Effect of Anthropomorphism," Sustainability, MDPI, vol. 17(6), pages 1-16, March.
    • Handle: RePEc:gam:jsusta:v:17:y:2025:i:6:p:2658-:d:1614256
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    References listed on IDEAS

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    1. Markus Blut & Cheng Wang & Nancy V. Wünderlich & Christian Brock, 2021. "Understanding anthropomorphism in service provision: a meta-analysis of physical robots, chatbots, and other AI," Journal of the Academy of Marketing Science, Springer, vol. 49(4), pages 632-658, July.
    2. Chung, Minjee & Ko, Eunju & Joung, Heerim & Kim, Sang Jin, 2020. "Chatbot e-service and customer satisfaction regarding luxury brands," Journal of Business Research, Elsevier, vol. 117(C), pages 587-595.
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    Cited by:

    1. Omima Abdalla Abass Abdalatif & Mohammad Ali Yousef Yamin, 2025. "Does Intellectual Capital Boost Firm Resilience Capability? Conceptualizing Logistic Service Quality as a Moderating Factor Between Resilience Capability and Firm Performance," Sustainability, MDPI, vol. 17(17), pages 1-17, September.

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