Research Articles Comparison and Contrast
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Research Articles Comparison and Contrast
- What articles have similarities in each section below?
- Methodology
Javed&Brishti (2020) and Köchling&Wehner (2020) both used systematic literature reviews. Both used a significant number of samples as Javed&Brishti (2020) reviewed 22 articles while Köchling&Wehner (2020) reviewed 36 articles.
- Findings
All studies featured uncertainties and bias in regard to the use of AI in recruitment and hiring. Javed&Brishti (2020) and Köchling&Wehner (2020) indicated how AI could lead to unfairness in practice since algorithms are not inherently free from biases or discrimination. Similarly, van den Broek et al. (2019) showed that there are concerns with what is deemed fair when using AI. The study results indicated that there was uniformity amongst the main stakeholders (managers, candidates, and AI team) in that there was no clear-cut definition of what fairness is in regard to using AI, unlike the consensus that was evident prior to the introduction of algorithms in hiring. Wright & Atkinson (2019) also found out that there are uncertainties in whether AI can avoid biases as the feedback from the interviews, surveys, and observations showed that individuals have views that are conflicting.
- Recommendations
Both Javed&Brishti (2020) and Köchling&Wehner (2020) indicated that there are both positives and negatives to using AI, and more research is required to enhance the potential of AI in the hiring process. They showed that there are grounds for using AI, but more research and developments should enable the elimination of bias.
- What articles have differences in each section below?
- Methodology
In contrast to Javed&Brishti (2020) and Köchling&Wehner (2020), who used systematic reviews, Wright & Atkinson (2019) used three different methods, which were interviews, online surveys, and observation. On the other hand, Van den Broek et al., 2019) used an ethnographic design that also featured observation.
- Findings
While Javed&Brishti (2020) and Köchling&Wehner (2020) showed both the benefits and limitations of using AI, van den Broek et al. (2019) and Wright & Atkinson (2019) mainly showed that AI has significant shortcomings for it to be applied in the hiring process. They showed that the questions and unreliability of algorithms were too significant. The contrast is that van den Broek et al. (2019) and Wright & Atkinson (2019) did not provide a significant basis for using AI in the current circumstances without further development, while Javed&Brishti (2020) and Köchling&Wehner (2020) were different as they explored the opportunities that algorithms offer to hire managers.
- Recommendations
While both van den Broek et al. (2019) and Wright & Atkinson (2019) cautioned against having too much confidence in the use of AI in hiring, Javed&Brishti (2020) and Köchling&Wehner (2020) on the other hand, provided some leeway in regards to the positive effects of applying algorithms. They showed that organizations could benefit from applying algorithms, whereas van den Broek et al. (2019) and Wright & Atkinson (2019) basically showed that there is more development required in the use of AI in order to achieve feasible outcomes in recruitment and hiring.
References
Brishti, J. K., &Javed, A. (2020). The viability of ai-based recruitment process: A systematic literature review. https://www.diva-portal.org/smash/get/diva2:1442986/FULLTEXT01.pdf
Elmira van den Broek, E., Sergeeva, A., &Huysman, M. (2019). Hiring algorithms: An ethnography of fairness in practice. https://core.ac.uk/download/pdf/301385085.pdf
Köchling, A Wehner, M. C. (2020). Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HRrecruitment and HR development. Business Research, 13(3), 795-848.https://doi.org/10.1007/s40685-020-00134-w
Wright, J., & Atkinson, D. (2019). The impact of artificial intelligence within the recruitment industry: Defining a new way of recruiting. Carmichael Fisher, 1-39. https://www.cfsearch.com/wp-content/uploads/2019/10/James-Wright-The-impact-of-artificial-intelligence-within-the-recruitment-industry-Defining-a-new-way-of-recruiting.pdf
