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Human resources (HR) managers currently make extensive use of artificial intelligence– (AI–) based tools: a 2018 survey of 9,000 recruiters shows that 64 percent “use data at least “sometimes” in the course of their recruitment activity 79 percent are likely to do so in the next 2 years, and 76 percent believe artificial intelligence will have a significant impact on recruiting” ( LinkedIn, 2018). Implications for research and HR policies are finally discussed. Our results also show that specific personality traits (extraversion, neuroticism, and self-confidence) are associated with a differential use of algorithmic recommendations.

However, we also found that recommendation’s consistence has a differential and unexpected impact on decisions: in the presence of an inconsistent algorithmic recommendation, recruiters favored the unsuitable over the suitable resume. Our results support the general hypothesis of preference for human recommendations: recruiters exhibit a higher level of trust toward human expert recommendations compared with algorithmic recommendations. They were asked to study a job offer, then evaluate two fictitious resumes in a 2 × 2 factorial design with manipulation of the type of recommendation (no recommendation/algorithmic recommendation/human expert recommendation) and of the consistency of the recommendations (consistent vs. An experiment on resume screening was conducted on a sample of professionals ( N = 694) involved in the screening of job applications. Drawing on results obtained in the field of automated decision support areas, we make the general hypothesis that recruiters trust human experts more than ADSS, because they distrust algorithms for subjective decisions such as recruitment. Two polarized attitudes have been identified in the literature on users’ reactions to algorithm-based recommendations: algorithm aversion, which reflects a general distrust and preference for human recommendations and automation bias, which corresponds to an overconfidence in the decisions or recommendations made by algorithmic decision support systems (ADSS). The purpose of the present paper is to better understand the reactions of recruiters when they are offered algorithm-based recommendations during resume screening. You can read more about Williams at MaxPreps here.Resume screening assisted by decision support systems that incorporate artificial intelligence is currently undergoing a strong development in many organizations, raising technical, managerial, legal, and ethical issues. But I’d like to obtain a football or basketball scholarship from Buffalo, Penn State or Syracuse.” “I haven’t been in contact with him since last year, though. “I attended a football camp at the University of Buffalo last year and coach Jeff Quinn (now an offensive analyst for Notre Dame), said he’d like to have me on the team,” Williams said. Williams, who also plays basketball, told MaxPreps that he is hoping to get interest from college programs, especially Buffalo, Penn State or Syracuse. “In kindergarten, I was already 5-3 and towered over everyone.” “I’ve been bigger than everybody my entire life,” he said. Unsurprisingly, the giant teenager was the tallest kid in his class throughout his childhood. Imagine 7-foot-1, 400-pound Brave Williams coming at you.įull video –> /7Y5b3bjKiw My dad instantly named me Brave because I needed a strong name.”

But as soon as my dad touched my mom’s forehead, I let go, and the doctors got me out. “The doctors tried to pull me out three times before they were going to take more drastic measures. “When my mom was in labor she had to have a cesarean section because my umbilical cord was wrapped around my neck and I was coming out feet first,” Williams told MaxPreps.