The impact of algorithmic resume screening on applicants’ perceptions: the role of organisational dehumanisation
Gaëtane Caesens, Noémie Brison, Jean-Félix Hamel, Stéphanie DemoulinPurpose
This paper aims to examine how algorithmic versus human resume screening shapes applicants’ perceptions of organisational dehumanisation (OD) and its consequences (i.e. intentions to pursue employment, organisational attractiveness and negative word-of-mouth). It explores one potential boundary condition of this relationship (i.e. negative attitudes towards artificial intelligence).
Design/methodology/approach
Three experimental studies were conducted on social media (Studies 1–2) and prolific academic (Study 3). Study 1 (n = 249) used a vignette experiment manipulating resume screening type (algorithmic vs human). Studies 2a (n = 210) and 2b (n = 392) used a 2 × 2 between-subjects design manipulating screening type and decision favourability (acceptance vs rejection). These studies also controlled for justice perceptions and examined negative attitudes towards artificial intelligence as a moderator.
Findings
In Study 1, algorithmic resume screening increased OD, which was associated with lower intentions to pursue employment, reduced organisational attractiveness and more negative word-of-mouth. Studies 2a and 2b replicated these effects regardless of decision favourability and while controlling for justice perceptions. Study 2a also showed stronger effects among applicants with negative attitudes towards artificial intelligence, although this interaction did not replicate in Study 2b.
Originality/value
This research contributes to a better understanding of how algorithmic resume screening shapes applicants’ perceptions, notably OD.