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Cited by 447Ethics and Social Impacts of AIAI and HR TechnologiesEmployer Branding and e-HRM

Ethics of AI-enabled recruiting and selection: a review and research agenda

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Hunkenschroer, Anna Lena, Luetge, Christoph·2022·Journal of Business Ethics
DOI 10.1007/s10551-022-05049-6
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Abstract

Companies increasingly deploy artificial intelligence (AI) technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient. AI applications can be found in various stages of recruiting, such as writing job ads, screening of applicant resumes, and analyzing video interviews via face recognition software. As these new technologies significantly impact people’s lives and careers but often trigger ethical concerns, the ethicality of these AI applications needs to be comprehensively understood. However, given the novelty of AI applications in recruiting practice, the subject is still an emerging topic in academic literature. To inform and strengthen the foundation for future research, this paper systematically reviews the extant literature on the ethicality of AI-enabled recruiting to date. We identify 51 articles dealing with the topic, which we synthesize by mapping the ethical opportunities, risks, and ambiguities, as well as the proposed ways to mitigate ethical risks in practice. Based on this review, we identify gaps in the extant literature and point out moral questions that call for deeper exploration in future research.

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  • Ethical standards call for human oversight of automation to address potential risks associated with AI use.

    “First, ethical standards call for human oversight of automation to address potential risks associated with AI use, e.g., system shortcomings”

    From Check the box! How to deal with automation bias in AI-based personnel selection (2023) · cites this paper as Hunkenschroer and Luetge, 2022

  • Automation bias violates ethical recommendations and legal requirements like Article 22 of the GDPR or the EU AI act that call for human oversight.

    “and violates ethical recommendations (Hunkenschroer and Luetge, 2022) as well as legal requirements like Article 22 of the GDPR (The European Parliament and the Council of the European Union, 2016) or the EU AI act (European Commission, 2021) that call for human oversight.”

    From Check the box! How to deal with automation bias in AI-based personnel selection (2023) · cites this paper as Hunkenschroer and Luetge, 2022

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Cited by

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Authors
Hunkenschroer, A. L., & Luetge, C.
Affiliations
Technical University of Munich (DE)
Corresponding author
Hunkenschroer, Anna Lena
ORCID
Hunkenschroer, Anna Lena
Venue
Journal of Business Ethics
Publisher
Springer Science and Business Media LLC
Published
2022-02-08
Volume
178
Issue
4
Pages
977-1007
ISSN
  • 0167-4544 (ISSN-L)
  • 1573-0697
DOI
10.1007/s10551-022-05049-6
OpenAlex
W4210867863
Cited by
447
References
18
Citations by year
2026: 123 · 2025: 144 · 2024: 99 · 2023: 67 · 2022: 13 · 2020: 1
FWCI
93.50
Type
journal article
Language
en
Open access
Licence
Locations
  • Journal of Business Ethics (publishedVersion, cc-by)
  • RePEc: Research Papers in Economics (submittedVersion)
  • Econstor (Econstor) (submittedVersion, cc-by)
  • mediaTUM (Technical University of Munich) (submittedVersion)
  • mediaTUM (Technical University of Munich) (submittedVersion, other-oa)
  • mediaTUM – the media and publications repository of the Technical University Munich (Technical University Munich) (submittedVersion, other-oa)
Funders
Technische Universität München
Topics
  • Social Sciences › Safety Research › Ethics and Social Impacts of AI
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
Keywords
artificial intelligence in recruitment, personnel selection, AI ethics, ethical risks, moral ambiguity, resume screening, face recognition

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