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人工智能（AI）技术的兴起对组织招聘情境中求职者的公平感知提出了新的挑战。本文整合了心理学和管理学领域的研究,以信号理论为切入视角,分析了AI招聘对求职者公平感知不同维度的影响;总结了威胁AI招聘公平感知的求职者因素以及组织和技术因素;归纳了企业采用AI面试面临的风险和AI招聘公平性的提升策略。未来研究应关注AI招聘的信息加工机制及其发展进程,基于多学科交叉视角持续探究改善公平感的提升策略,促进人机协作效能。
Abstract：The rise of artificial intelligence(AI) technology has posed new challenges to job seekers' perception of fairness in organizational recruitment scenarios. This paper integrates research from the fields of psychology and human resource management, taking signal theory as the entry perspective, to analyze the impact of AI recruitment on job seekers' perception of fairness in different dimensions. Summarize the factors of job seekers as well as organizational and technical factors that threaten the perception of fairness in AI recruitment; This paper summarizes the risks that enterprises face when adopting AI interviews and the strategies for enhancing the fairness of AI recruitment. Future research should focus on the information processing mechanism and development process of AI recruitment, continuously explore strategies to enhance the sense of fairness from a multidisciplinary perspective, and promote the efficiency of human-machine collaboration.
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基本信息:
DOI：10.16471/j.cnki.11-2822/c.2025.9.001
中图分类号:TP18;F272.92
引用信息:
[1]韩敏,陈晓曦.组织选拔情境中AI招聘的公平威胁及其提升策略[J].中国人力资源开发,2025,42(09):6-17.DOI:10.16471/j.cnki.11-2822/c.2025.9.001.
基金信息:
国家自然科学基金项目(71701080)