채용 이론에 기반을 둔 인공지능채용(AI Recruitment)의 가능성과 현실에 관한 분석 (Analysis of the Possibility and Reality of AI Recruitment Based on Recruitment Theory)

서지정보

· 발행기관 : 한국인터넷윤리학회
· 수록지 정보 : The Digital Ethics(디지털 윤리) / 5권 / 2호 / 17 ~ 28페이지
· 저자명 : 유지연

초록

The use of artificial intelligence to replace human roles in the labor market is increasing and artificial intelligence recruitment is growing in the recruitment process. Although AI recruitment is promoted in terms of improving fairness and efficiency, there are several concerns about the application of AI recruitment with critics saying that it is biased and causes random results that cannot be explained. The discussions on this are still only conceptual. Therefore, in this study, several issues to be considered in the AI recruitment system were derived based on the recruitment concept theory (Fairness Theory, AART Theory, Johari Window Theory). It is necessary to apply consistent standards based on a standardized framework, set process values and fairness models considered at the organizational level, analyze organizational goals and work performance, carry out systematic recruitment procedures, and objectively understand applicant information (intangible information, feedback, etc.). In other words, the artificial intelligence recruitment system should specify in the contract and manual what fairness model is applied and what data it is based on, and reflect positive responses to applicant responses. In addition, it is necessary to enact a legal system or promote policies that include fairness model disclosure, algorithm transparency disclosure, applicant consent, obligation to destroy applicant information, and AI recruitment system audit.

영어초록

The use of artificial intelligence to replace human roles in the labor market is increasing and artificial intelligence recruitment is growing in the recruitment process. Although AI recruitment is promoted in terms of improving fairness and efficiency, there are several concerns about the application of AI recruitment with critics saying that it is biased and causes random results that cannot be explained. The discussions on this are still only conceptual. Therefore, in this study, several issues to be considered in the AI recruitment system were derived based on the recruitment concept theory (Fairness Theory, AART Theory, Johari Window Theory). It is necessary to apply consistent standards based on a standardized framework, set process values and fairness models considered at the organizational level, analyze organizational goals and work performance, carry out systematic recruitment procedures, and objectively understand applicant information (intangible information, feedback, etc.). In other words, the artificial intelligence recruitment system should specify in the contract and manual what fairness model is applied and what data it is based on, and reflect positive responses to applicant responses. In addition, it is necessary to enact a legal system or promote policies that include fairness model disclosure, algorithm transparency disclosure, applicant consent, obligation to destroy applicant information, and AI recruitment system audit.

참고자료

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