The procedural and interpersonal justice of automated application and resume screening

Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario o...

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Bibliographic Details
Published inInternational journal of selection and assessment Vol. 29; no. 2; pp. 139 - 153
Main Authors Noble, Sean M., Foster, Lori L., Craig, S. Bartholomew
Format Journal Article
LanguageEnglish
Published Oxford Blackwell Publishing Ltd 01.06.2021
Subjects
algorithmic hiring
artificial intelligence
Automation
HR technology
interpersonal justice
procedural justice
resume and application screening
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Summary:Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results.
ISSN:0965-075X
1468-2389
DOI:10.1111/ijsa.12320