AI-based tools in selection: Considering the impact on applicants with disabilities
Academic Publications
Author(s): Fisher, S.L., Bonaccio, S., & Connelly, C.E.
Date: 2024
Resource: Organizational Dynamics.
Highlights
• Disabilities are insufficiently considered when developing AI selection tools.
• These tools can create barriers and opportunities for applicants with disabilities.
• We consider these tools’ reliability and validity for applicants with disabilities.
• These tools may affect applicants with disabilities’ perceptions of fair treatment.
• Regulations around the world differ in how they address use of these tools.
Abstract
Selection tools employing artificial intelligence (AI), such as automated video interviews (AVIs), chatbots, and assessment games, have become popular ways for organizations to deal with large numbers of job applicants. Vendors frequently claim that these technologies are unbiased. However, the impact of these tools on applicants with disabilities is rarely addressed. We explain how these tools may have both positive and negative impacts on applicants with disabilities. In doing so, we consider fundamental principles of selection: the reliability and validity of these tools as well as the applicant experience. We end by offering recommendations to organizations that are considering incorporating AI-based tools into their selection processes.
Related Research Areas: Disability in the Workplace