Maddy Saffer, Ofir Brodie - Student Research and Creativity Forum - Hofstra University

Is This Fair? Personality Differences in Perceived Fairness of the Use of AI in Hiring Decisions Ofir Brodie, Maddy Saffer, Dr. Rebecca Grossman, Dr. Comila Shahani-Denning | Hofstra University | Applied Organizational Psychology

Model

Introduction

Method

• Investigating how individuals perceive fairness in AI versus human hiring, considering personality traits and hiring outcomes.

• Two hiring mechanisms (Human, AI) crossed with two hiring decisions (Accepted, Rejected) manipulated through vignettes.

• Prior studies suggest people react less favorably to AI decision-makers, especially if they're rejected, impacting hiring processes.

• Participants (N = 171) (66% female; mean age of 39.43, SD = 14.51) were recruited through Prolific

Personality Variables • Locus of Control: Higher locus of control means individuals believe they shape outcomes through their actions, while lower locus of control attributes outcomes to external factors like chance or others • Openness to Experience: Reflects the level of originality, curiosity, and inventiveness in an individual Key Results

• Ratings on Procedural justice and interactional justice • Two personality scales: Locus of Control and Openness to Experience

Results Hiring Mechanism & Decision

LOC

Conclusion • Understand how hiring practices influence candidate perceptions to improve hiring processes.

• Consistent with our first hypothesis, participants perceived lower fairness when the hiring mechanism involved AI compared to human involvement. • In line with our second hypothesis, participants perceived higher fairness when the decision resulted in acceptance rather than rejection. • The third hypothesis received partial support: when the hiring mechanism was human, participants with a higher Locus of Control (LOC) perceived fairness more than those with a lower LOC; however, participants with higher internal LOC perceived AI-based hiring practices as fairer than those with lower external LOC. • Regarding our fourth hypothesis, no significant main effects or interactions were found between OTE and the hiring mechanism.

OTE

Hiring Mechanism

• Align hiring practices with candidates' locus of control (LOC) for better fit. • Tailor hiring practices for fair perceptions, enhancing the candidate experience.

Contact Please contact Ofir Brodie (obrodie1@pride.hofstra.edu) or Maddy Saffer (msaffer1@pride.hofstra.edu) with any questions.

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Maddy Saffer, Ofir Brodie - Student Research and Creativity Forum - Hofstra University

Published on May 20, 2024

Hofstra University

AI's emergence as a screening tool is reshaping traditional hiring methods. Prior studies suggest applicants react less favorably to AI-led hiring processes than human-led ones, especially if applicants do not receive a job offer. Researchers have alluded to the need for future studies to further examine applicant reactions to AI-based hiring processes, and specifically, to examine personality traits that may impact perceived fairness. This is particularly important as fairness perceptions influence critical job outcomes including performance, job satisfaction, organizational commitment, and turnover intentions. This study examines individuals’ perceptions of the fairness of the use of AI in hiring practices through the lens of two personality traits: locus of control and openness to experience.