Purpose
The purpose of this study is to contribute to the knowledge on the opportunities and risks in the use of artificial intelligence (AI) in recruitment and selection by exploring the perspectives of recruitment professionals in a multicultural multinational organisation.
Design/methodology/approach
A qualitative approach was used in this exploratory study. Face-to-face, semi-structured in-depth interviews were conducted with ten professional recruiters who worked for a multinational corporation.
Findings
The findings revealed that AI facilitates the effective performance of routine tasks through automation. However, the adoption of AI technology in recruitment and selection is also fraught with risks that engender fear and distrust among recruiters. The effective adoption of AI can improve recruitment strategies. However, cynicism exists because of the fears of job losses to automation, even though the participants thought that their jobs would continue to exist because recruiters should always be humans.
Originality/value
This paper provides a unique exploration of the opportunities and risks in the adoption of AI for the recruitment and selection function in human resource management. The benefits are the delegation of routine tasks to AI and the confirmation of the crucial role of professional recruiters.
Purpose
– Presents organizations with issues to consider regarding inclusion and its importance as well as a well-established index that companies can join in order to make sure that equality is not a mere policy but that it counts in reality in every organization.
Design/methodology/approach
– Describes the power that an organization can derive from deliberately nurturing and integrating heterogeneous groups of people so that they fit together.
Findings
– Explains that the best way for an organization to succeed is to combine employee knowledge, skills, judgment and attitudes, alongside fair treatment.
Practical implications
– Provides details of an index that aims to measure the efforts of organizations to tackle discrimination and create an inclusive workplace for lesbian, gay and bisexual employees.
Social implications
– Reveals that the method of the index should allow organizations already successfully implementing diversity strategies acknowledgement while, at the same time, providing inspiration to those beginning to tackle diversity.
Originality/value
– Demonstrates that diversifying the workforce must be accompanied by inclusivity and equality in order to triumph.
There is a paucity of research exploring the use of local facilitators in cross-cultural research in Chinese cultural contexts and the impact this may have on data generation and knowledge creation. Addressing this gap, this paper critically reflects on cross-cultural interviews in Hong Kong. The reflection is centred on the experience of interviewing as an outsider to the culture of the participants and later working alongside an insider. While insider and outsider positionalities are formed from a multitude of intersectional characteristics, both gender and nationality emerged as primary influencers in this context. This paper contributes to the methodologically oriented literature by making salient the complexities of deciphering the multitude of influences originating from the researcher's positionality in relation to research others. Specifically, this paper highlights how both insider and outsider positionalities generate different, but complementary data through the exploration of participant's responses. ‘It's a Chinese thing’ or comments equating to it's a woman's thing were used by participants to either limit responses or expand and offer additional information, and the juxtaposition of these responses with those given to an insider help to highlight what this might mean for knowledge creation.
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