A DECISION-MAKING MODEL FOR ADOPTING AN AI-GENERATED RECRUITMENT INTERVIEW SYSTEM

As AI (artificial intelligence) technology advances, global enterprises pay keen attention to AI-based interviews as a new employment method. Mainly, untact AI interviews are widely spread around the globe in this era of COVID-19 pandemic. Accordingly, this study examines factors that af ect AI technology application to corporate job interviews and reason out key factors. To this end, this study proposes a decision-making model that can be a vital standard for AI technology application to corporate job interviews. For decision-making modeling, the Analytic Hierarchy Process (AHP) method was used. Eighteen major factors were derived from previous studies based on the unified theory of acceptance and use of technology in 4 areas: 'performance expectancy,' 'effort expectancy, 'social influence,' and 'facilitating conditions.' A survey was conducted by total 40 professionals as user and provider related AI job interview solutions. The survey results showed that the most significant effect of adopting an AI-based job interview system included ease of use, job fitness, perceived usefulness, and perceived compatibility. Therefore, more attention should be paid to introducing an AI job interview system efficiently as an internal recruiting system of an organization rather than external environments or conditions.