Abstract

Artificial intelligence (AI) is transforming personnel selection processes significantly by introducing automated tools that promise greater efficiency, speed, and impartiality. However, the adoption of such systems raises concerns about candidates' emotional experiences, the transparency of decision-making criteria, and the quality of human–machine interaction. This study adopts a socio-technical approach, grounded in Socio-Technical Systems (STS) theory, to analyse the emotional impact of automated recruitment systems compared to traditional face-to-face interviews. A systematic literature review and bibliometric analysis of the Scopus database identified 35 relevant contributions from the fields of business, management, and accounting; social sciences; and economics, econometrics, and finance. Citation analysis enabled the identification of key research streams, influential authors, and emerging thematic connections.

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