How the use of highly automated selection methods influences candidate’s experience in the first stages of recruitment: a review.

Recruitment processes are one of the core activities of the Human Resources teams in organisations, where both candidates and recruiters analyse the opposite party in the goal of understanding whether they are a good fit. Most of the existing literature and organisations themselves focus on the recruiters’ side of selection, with their performance and wellbeing at the center of attention for further improvement. However, considering that selection processes are within the organisation and candidates, it seems fair to include the latter’s experiences and implement the processes according to these factors. In addition, with the increasing use of AI-mediated communication and international organisations in need for inclusive and distance-friendly selection methods, the use of highly automated tools for the recruitment process is growing. Keeping this in mind, a review of the existing literature was done, in order to find whether there were any dimensions of candidate’s experience that are affected by the use of these tools. With the knowledge of frameworks regarding media richness, social presence, media attributes and others, six experience dimensions affected by the use of highly mediated-communication were found. The review on the existing literature showed that the use of these mediated tools influences: fairness perception, organisational attractiveness, opportunity to perform, procedural justice, privacy concerns and emotional creepiness. All dimensions could be either positively or negatively affected according to the level of digitalisation and whether these tools were used during pre-selection or the later stages of recruitment.