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Reações dos candidatos a um processo de recrutamento utilizando inteligência artificial
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Advisor(s)
Abstract(s)
A Inteligência Artificial é uma temática que entrou no nosso
léxico, de forma gradual, através dos mass media, sendo
atualmente percecionada, direta ou indiretamente, em todas as
pequenas coisas que nos rodeiam.
A sua omnipresença sente-se hoje naquilo que é a definição das
políticas estratégicas dos tecidos empresariais mundiais e,
portanto, a sua influência nos Recursos Humanos e no seu
management, principalmente naquilo que é o Recrutamento e
Seleção. Por esta preponderância ser cada vez maior, as
investigações sobre o tema não param de se suceder,
essencialmente dentro de uma perspetiva que aborda as grandes
oportunidades e igualitários desafios que esta nova tecnologia
aponta do ponto de vista empresarial.
O grande interesse que a temática levanta em si, com focos na
atração, justiça, redução de custos e transparência a que esta
tecnologia vem sendo associada, tem levado a que alguns
académicos explorem as reações dos principais atores deste
processo: os candidatos.
Atá à data não existem instrumentos amplamente validados e
divulgados que nos permitam, com grande grau de certeza,
prever a probabilidade desta tecnologia ser mais ou menos
apelativa aos candidatos e quais as suas reações perante a sua
utilização.
Para poder realizar este estudo de carácter exploratório, foi
utilizada uma metodologia de base quantitativa, utilizando-se
como instrumento de recolha de dados o inquérito adaptado de
van Esch, já que o modelo de investigação considerado para o
presente estudo corresponde ele também, a uma adaptação do
modelo de van Esch et al. (2021)
Os dados recolhidos, e o seu posterior tratamento, vem confirmar
à exceção de uma das hipóteses consideradas, as conclusões
obtidas por aquele investigador.
Artificial Intelligence is a topic that entered our lexicon, gradually, through the mass media, and is currently being perceived, directly or indirectly, in all the little things that surround us. Its omnipresence is felt today in what is the definition of strategic policies of the world's business fabrics and, therefore, its influence in Human Resources and in its management, mainly in what is Recruitment and Selection. As this preponderance is increasing, investigations on the subject do not stop succeeding, essentially within a perspective that addresses the great opportunities and egalitarian challenges that this new technology points out from the business point of view. The great interest that the topic raises in itself, with a focus on attraction, fairness, cost reduction and transparency to which this technology has been associated, has led some academics to explore the reactions of the main actors in this process: the candidates. To date, there are no widely validated and disseminated instruments that allow us, with a high degree of certainty, to predict the probability of this technology being more or less appealing to candidates and what their reactions to its use will be. In order to carry out this exploratory study, a quantitative methodology was used, using van Esch's adapted survey as a data collection instrument, since the research model considered for the present study also corresponds to an adaptation of van Esch's model (2021). The collected data, and its subsequent treatment, confirms, with the exception of one of the hypotheses considered, the conclusions obtained by that researcher.
Artificial Intelligence is a topic that entered our lexicon, gradually, through the mass media, and is currently being perceived, directly or indirectly, in all the little things that surround us. Its omnipresence is felt today in what is the definition of strategic policies of the world's business fabrics and, therefore, its influence in Human Resources and in its management, mainly in what is Recruitment and Selection. As this preponderance is increasing, investigations on the subject do not stop succeeding, essentially within a perspective that addresses the great opportunities and egalitarian challenges that this new technology points out from the business point of view. The great interest that the topic raises in itself, with a focus on attraction, fairness, cost reduction and transparency to which this technology has been associated, has led some academics to explore the reactions of the main actors in this process: the candidates. To date, there are no widely validated and disseminated instruments that allow us, with a high degree of certainty, to predict the probability of this technology being more or less appealing to candidates and what their reactions to its use will be. In order to carry out this exploratory study, a quantitative methodology was used, using van Esch's adapted survey as a data collection instrument, since the research model considered for the present study also corresponds to an adaptation of van Esch's model (2021). The collected data, and its subsequent treatment, confirms, with the exception of one of the hypotheses considered, the conclusions obtained by that researcher.
Description
Keywords
Recursos Humanos Inteligência Artificial Processo de candidatura a emprego Recrutamento e Seleção