Abstract: Abstract Artificial intelligence (AI) is increasingly used in personnel selection to automate decision-making. Initial evidence points to negative effects of automating these procedures on applicant experiences. However, the effect of the prospect of automated procedures on job-seekers’ pre-process perceptions (e.g., organizational attractiveness) and intentions (to apply for the advertised job) is still unclear. We conducted three experiments (Study 1 and Study 2 as within-subjects designs, Study 3 as a between-subjects design; N1 = 36, N2 =...
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