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Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness
Citation. Arnestad, M. N., Bigman, Y. E., Solberg, E., & Gray, K. J. (2025). Knowing how personnel selection algorithms compare with human recruiters influences their perceived trustworthiness. International Journal of Selection and Assessment, 33(4), e70028. https://doi.org/10.1111/ijsa.70028 Summary. Across three experiments, the authors test whether information about an algorithmic hiring system’s diversity outcomes relative to human recruiters changes perceived trustworthiness. Informing participants that the system hired more women or racial-minority candidates increased perceived ability, benevolence, and integrity, alongside willingness to adopt the system and follow its recommendations; the reverse pattern appeared when it was said to hire fewer.
Key claims
- In three experimental studies (N = 1,382), comparative information that an algorithm hired more women or racial-minority candidates than human recruiters increased participants’ perceived ability, benevolence, and integrity of the system.
- Comparative diversity-outcome information also changed willingness to adopt the personnel-selection algorithm and follow its recommendations, with lower acceptance when the algorithm was described as hiring fewer women or racial-minority candidates than human recruiters.
- The authors interpret comparative diversity outcomes as a fairness heuristic that shapes both trustworthiness perceptions and acceptance of algorithmic personnel selection.
Evidence & limitations
- The evidence is from three experiments assessing participants’ perceptions and intended adoption or recommendation-following, rather than observed organizational hiring outcomes or behavior in deployed selection systems.
- The article is a peer-reviewed research article in the International Journal of Selection and Assessment; its full-text Jina artifact includes the abstract and publisher article metadata, which support the record’s claims.