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Due to the increasing amount of digitally available applicant information recruiters have difficulties to manage applications through manual recruiting practices. Using CV recommender systems in the selection phase supports recruiters in identifying the most suitable candidates by computing the similarity between a candidate’s profile and job requirements. While recent research has mainly focused on technical improvements, we seek to gain more insights about human-algorithm interactions in recruiting. Our study aims to examine what impact the use of a CV recommender system has on procedural justice in the selection process. Through an experimental set-up with 74 recruiters from 22 multinational companies, our study shows that the incorporation of a CV recommender system helps recruiters to ensure the rule of consistency and bias suppression in the selection phase. Thus, our quantitative results indicate that CV recommender systems can have an impact on procedural justice in candidate selection.



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