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首页> 外文会议>International Summer Semi-Virtual Conference on Computer and Information Science >Factors Affecting the Intention to Use Artificial Intelligence-Based Recruitment System: A Structural Equation Modeling (SEM) Approach
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Factors Affecting the Intention to Use Artificial Intelligence-Based Recruitment System: A Structural Equation Modeling (SEM) Approach

机译：影响使用人工智能招聘系统意向的因素：结构方程建模（SEM）方法

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摘要

The controversy over fairness and objectivity in the job market, due to hiring irregularities, has led to calls for transparent and fair recruitment procedures. Advances in IT technology have led to the emergence of a non-face-to-face "AI recruitment system" in which artificial intelligence (AI) conducts interviews, instead of human interviews. As the introduction of the non-face-to-face method is encouraged in the hiring process due to the COVID-19 virus pandemics, the number of companies introducing AI recruitment systems is steadily increasing. In this study, the factors affecting the intention of use of AI-based recruitment system were analyzed by utilizing TOE and TAM. As a result, it was shown that the reliability, security, suitability, new technology, partiality, readiness, and legal and policy environment of the TOE affected the intention of using the system. It was also identified to have the moderating effect of the number of employees in the firm.
机译：由于招聘违规行为，人们对就业市场的公平性和客观性存在争议，因此呼吁招聘程序透明、公平。IT技术的进步导致了一种非面对面的“人工智能招聘系统”的出现，在这种系统中，人工智能（AI）进行面试，而不是人工面试。随着C2019冠状病毒疾病的流行，在招聘过程中引入非面对面的方法，引入人工智能招聘系统的公司数量稳步增加。本研究利用TOE和TAM分析了影响人工智能招聘系统使用意向的因素。结果表明，TOE的可靠性、安全性、适用性、新技术、偏好性、就绪性以及法律和政策环境影响了使用该系统的意图。研究还发现，它对该公司的员工数量具有调节作用。

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