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A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews

Author

Listed:
  • Agata Mirowska

    (NEOMA - Neoma Business School)

  • Jbid Arsenyan

    (ESC [Rennes] - ESC Rennes School of Business)

Abstract

Deploying Artificial Intelligence (AI) for job interview evaluations, while a potential signal of high innovativeness, may risk suggesting poor people orientation on the part of the organisation. This study utilizes an experimental methodology to investigate whether AI evaluation (AIE) is interpreted as a positive (high innovativeness) or negative (low people orientation) signal by the job applicant, and whether the ensuing effects on attitudes towards the organisation depend on the type of organization implementing the technology. Results indicate that AIE is interpreted more strongly as a signal of how the organisation treats people rather than of how innovative it is. Additionally, removing humans from the selection process appears to be a ‘bridge too far', when it comes to technological advances in the selection process.

Suggested Citation

  • Agata Mirowska & Jbid Arsenyan, 2025. "A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews," Post-Print hal-04996541, HAL.
    • Handle: RePEc:hal:journl:hal-04996541
    DOI: 10.1111/ijsa.70008
    Note: View the original document on HAL open archive server: https://hal.science/hal-04996541v1
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    References listed on IDEAS

    as
    1. Lisa Marie Giermindl & Franz Strich & Oliver Christ & Ulrich Leicht-Deobald & Abdullah Redzepi, 2022. "The dark sides of people analytics: reviewing the perils for organisations and employees," European Journal of Information Systems, Taylor & Francis Journals, vol. 31(3), pages 410-435, May.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    applicant reactions; artificial intelligence; experimental design; job interview; personnel selection; signalling theory;
    All these keywords.

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