Utvecklingen av AI-baserad screening i rekrytering : En jämförande studie mellan organisationer med och utan automatiserad CV-screening

Sammanfattning

The increasing use of artificial intelligence (AI) and automated systems in Human Resource Management (HRM) has influenced how organizations manage the early stages of recruitment, particularly candidate screening. This thesis explores AI-based CV screening from an informatics and socio-technical perspective, focusing on factors influencing adoption, perceived changes in professional roles, and ethical tensions associated with automated screening practices. A qualitative comparative research design was employed, based on 16 semistructured interviews with three stakeholder groups: organizations using AI-based screening, organizations relying on manual screening processes, and job seekers. The empirical material was analyzed using thematic analysis inspired by Braun and Clarke. The findings suggest that AI-based screening is primarily perceived as a tool for improving administrative efficiency and handling large application volumes. At the same time, several participants described concerns related to transparency, explainability, and the ability of automated systems to account for contextual or non-standard candidate backgrounds. Job seekers also reported adapting their application strategies based on assumptions about how automated screening systems function.The study indicates that AI in recruitment is commonly viewed by participants as a decision-support mechanism rather than a replacement for human judgment. The findings contribute to a socio-technical understanding of how automated screening is experienced and negotiated by different actors within recruitment processes.