The advancement of technology has led to the diffusion of AI, extending beyond individuals to the organizational level. Among all, AI recruitment is increasing organizations' interest in its adoption to enhance operational efficiency, shape an attractive corporate image, and elevate the recruitment experience.

However, despite the increasing importance of AI recruitment, most of the previous research is conducted in the context of AI versus Human or AI-human collaboration and there is a lack of research examining how the applicant’s perceptions of organizational justice and attractiveness are formed by the AI recruiter’s human-likeness and situational context.

To address this research gap, this study aims to investigate the impact of AI Anthropomorphism on procedural justice, interactional justice, and organizational attractiveness based on the positive/negative outcome in an AI Recruitment setting. This study conducted a scenario-based between-subject experiment involving a 2(Human-like/Machine-like)X2(Positive/Negative) design. An independent sample T-test and ANOVA were conducted to test the hypotheses.

The results revealed that people prefer Human-like AI recruiters to machine-like ones in all measured variables. Considering the recruitment’s valence, there were significant differences in perceived interactional Justice and organizational attractiveness only in the negative decision-making situations. However, procedural justice did not differ based on the level of AI anthropomorphism. It showed an outcome bias, which shows that regardless of the AI recruiter’s type, applicants tend to perceive higher procedural justice in positive rather than negative situations. This research offers insights for developers of AI Recruitment solutions and organizations considering the adoption of AI Recruitments, helping them explore optimal strategies for utilizing AI Recruitment system effectively