FACTORS INFLUENCING THE ADOPTION OF AI AND ML TOOLS IN RECRUITMENT: PERCEPTIONS OF USEFULNESS AND EASE OF USE: EVIDENCE FROM HR PROFESSIONALS IN SRI LANKA

Abstract

Artificial Intelligence and Machine Learning have lately become an important element of most recruitment processes. Artificial intelligence in human resource management has developed very fast in recent times, especially in Sri Lanka. This research study identifies various factors that will lead to the adoption of AI and ML tools for recruitment by an organization, which particularly looks at perceived usefulness and ease of use as concerns of HR professionals. By framing TAM as a research framework, these perceptions were reviewed for how they impact the willingness to adopt AI and ML technologies in recruitment practices.

Using a quantitative method, this paper collects data from different organizational HR practitioners in Sri Lanka who have initiated applying AI and ML tools in their practices. The results indicate that perceived usefulness significantly improves the chances of the adoption of these technologies, while perceived ease of use is also important in facilitating the acceptance of such technologies. Some of the major hindrances to adoption are resistance to change and a feeling of unfamiliarity with the AI and ML tools on the part of the HR professionals.

This research highlights the various perceptions that act as an enabler or inhibitor in the adoption of AI and ML in recruitment, hence becoming highly valued for organizations in developing their recruitment strategies. It underlines the need to address both technological capabilities and human factors to successfully integrate AI and ML tools into HR practices. Ultimately, this study has implications for decision-makers on various ways of leveraging AI and ML technologies to improve the efficiency and effectiveness of recruitment in a changing job market in Sri Lanka.