Abstract The practices of organizational talent acquisition are rapidly transforming as a result of the proliferation of information systems that support decision-making, ranging from applicant tracking systems to recruitment chatbots. As part of human resource management (HRM), talent acquisition covers recruitment and team-assembly activities and is allegedly in dire need for digital aid. We analyze the pitfalls and tensions of digitalization in this area through a lens that builds on the interdisciplinary literature related to digital ethics. Using three relevant landmark papers, we analyzed qualitative data from 47 interviews of HRM professionals in Finland, including team-assembly facilitators and recruitment experts. The analysis highlights 14 potential tensions and pitfalls, such as the tension between requesting detailed data versus respecting privacy and the pitfall of unequal treatment across application channels. We identify that the values of autonomy, fairness and utility are often especially at risk of being compromised. We discuss the tendency of the binary considerations related to human and automated decision making, and the reasons for the incompatibility between current digital systems and organizations’ needs for talent acquisition.

Abstract Organizations’ hiring processes are increasingly shaped by various digital tools and e-recruitment systems. However, there is little understanding of the recruiters’ needs for and expectations towards new systems. This paper investigates recruitment chatbots as an emergent form of e-recruitment, offering a low-threshold channel for recruiter-applicant interaction. The rapid spread of chatbots and the casual nature of their user interfaces raise questions about the perceived benefits, risks, and suitable roles in this sensitive application area. To this end, we conducted 13 semi-structured interviews, including 11 interviews with people who are utilizing recruitment chatbots and two people from companies that are developing recruitment chatbots. The findings provide a qualitative account of their expectations and motivations, early experiences, and perceived opportunities regarding the current and future use of chatbots in recruitment. While chatbots answer the need for attracting new candidates, they have also introduced new challenges and work tasks for the recruiters. The paper offers considerations that can help to redesign recruitment bots from the recruiter’s viewpoint.

Abstract The team composition of a project team is an essential determinant of the success of innovation projects that aim to produce novel solution ideas. Team assembly is essentially complex and sensitive decision-making, yet little supported by information technology (IT). In order to design appropriate digital tools for team assembly, and team formation more broadly, we call for profoundly understanding the practices and principles of matchmakers who manually assemble teams in specific contexts. This paper reports interviews with 13 expert matchmakers who are regularly assembling multidisciplinary innovation teams in various organizational environments in Finland. Based on qualitative analysis of their experiences, we provide insights into their established practices and principles in team assembly. We conceptualize and describe common tactical approaches on different typical levels of team assembly, including arranging approaches like “key-skills-first”, “generalist-first” and “topic-interest-first”, and balancing approaches like “equally-skilled-teams” and “high-expertise-teams”. The reported empirical insights can help to design IT systems that support team assembly according to different tactics.

Although the composition of individuals can strongly affect the success of professional collaboration, organizations often struggle with their so-called social matching decisions. For example, when recruiting new people to an organization, the decision-making is often reduced to intuitively matching individuals based on vague descriptions of projects or positions. The role of technology in recruiting is typically confined to gathering and presenting simple candidate profiles. We argue that many issues in recruitment boil down to lack of understanding the process of decision-making from social matching perspective, covering aspects like identification of relevant selection criteria and choice of the most suitable candidate. To better understand the appropriate roles of information technology (IT) in this domain, we interviewed 21 expert matchmakers, such as HR specialists and headhunters. Based on qualitative analysis of their experiences, we provide a bottom-up framework of the decision-making stages in recruitment, focusing on the pertinent challenges from the perspective of social matching. The findings indicate that, particularly, the epistemic asymmetry between the recruiter and candidates regarding the expected qualities calls for deliberation throughout the decision-making process. Matchmakers also struggle between contradictory ideals of agility and holistic decision-making. Based on the findings and relevant literature, we propose six roles that IT could play in social matching decisions in recruitment.