This qualitative study investigated recruiters’ attitudes towards the use of artificial intelligence (AI) in the recruitment process. The purpose of the study was to gain a deeper understanding of how recruiters perceive the use of AI in the recruitment process based on three aspects: efficiency, objectivity, and quality. Ethical issues were also considered in relation to each of all aspects. The study is built upon previous research highlighting opportunities, challenges, and the relevance of ethics related to AI use in recruitment. The theoretical framework of the study was based on D. Davis’s Technology Acceptance Model and Everett M. Rogers’s Innovation Diffusion Theory, which were applied in the analysis. To address the study’s research questions, semi-structured interviews were conducted with six recruiters with professional experience ranging from two to eleven years. A thematic approach was used to analyze the empirical material. The results regarding objectivity indicated skepticism among the recruiters. AI, being created by humans, may contain programmed errors and thus may not be entirely objective. However, there was also optimism about AI as a tool to increase objectivity by eliminating the human factor. Concerning efficiency, it was found that recruiters largely believed AI could streamline their work, although there were opinions that AI might hinder efficiency. In terms of the quality aspect, the importance of maintaining human interaction in recruitment for both the recruiter and the candidate was emphasized. Recruiters’ trust in AI as a tool varied, but the overall result suggested a predominantly positive view of AI as a decision-maker in the future. Regarding ethics, the recruiters identified issues with using AI, such as privacy concerns and the impact of different data inputs on an AI system. However, the study also revealed the idea that AI use in recruitment could be ethically justifiable as AI is considered more objective than a human. The study’s conclusion showed that the recruiters hold diverse attitudes toward the use of AI in recruitment. There was a clear openness to AI and a belief that AI has the potential to improve recruitment work in the future. However, it was emphasized that current AI use is characterized by a loss of the human factor, ethical issues, and uncertainty about whether AI is truly objective. / Denna kvalitativa studie ämnade att undersöka rekryterares attityder till användningen av artificiell intelligens (AI) inom rekryteringsprocessen. Studiens syfte var att skapa en djupare förståelse för hur rekryterare förhåller sig till AI-användning inom rekryteringsprocessen utifrån tre aspekter; effektivitet, objektivitet och kvalitet. Etiska överväganden integrerades i samtliga aspekter. Studien utgick från tidigare forskning som belyser möjligheter, utmaningar och etikens relevans kopplat till AI-användning i rekrytering. Teorierna Technology Acceptance Model av D. Davis och Innovation Diffusion Theory av Everett M. Rogers utgjorde studiens teoretiska referensram och tillämpades vid analysen. För att besvara studiens tre frågeställningar genomfördes semistrukturerade intervjuer med sex rekryterare vars yrkeserfarenhet sträckte sig från två till elva år. För att analysera materialet tillämpades en tematisk analys. Resultatet beträffande objektivitet visade på en skepticism hos rekryterarna. AI kan, eftersom det skapats av människor, innehålla inprogrammerade fel och därmed inte vara fullständigt objektivt. Däremot fanns även en optimism till AI som hjälpmedel för att öka objektiviteten då den mänskliga faktorn försvinner. Avseende effektivitet framkom att rekryterare till största del hade en tro på att AI kan effektivisera deras arbete även om åsikten att AI kan hämma effektiviteten fanns. I aspekten kvalitet betonades vikten av att behålla den mänskliga interaktionen i rekrytering, både för rekryterarens och kandidatens skull. Rekryterarnas förtroende för AI som verktyg varierade, resultatet antydde dock en övervägande positiv syn på AI som beslutfattare i framtiden. Resultatet vad gäller etiken visade att rekryterarna både såg problem med att använda AI i form av sekretessfrågor och att ett AI- system påverkas olika beroende på vilken data som matas in. Däremot framkom även tanken att AI-användning i rekrytering kan vara etiskt försvarbart då AI är mer objektivt än en människa. Studiens slutsats visade att rekryterarna besitter skilda attityder till AI-användning i rekrytering. Det fanns en tydlig öppenhet mot AI och en tro på att AI potentiellt kommer att kunna förbättra rekryteringsarbetet i framtiden. Dock betonades att dagens AI-användning präglas av förlust av den mänskliga faktorn, att etiska problem uppstår och en osäkerhet kring om AI verkligen är objektivt.

Due to an increase in the need for allied health professionals, there is a growing interest to assess the allied health workforce and its employment needs. This is especially true in medically underserved rural areas where there is a critical shortage of allied health professionals. A survey was sent to allied health administrators across a variety of allied health disciplines working in Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall successful strategies for recruitment and retention of allied health professionals were reported as well as differences between urban and rural areas, differences of perceptions of strategy effectiveness among allied health disciplines, and key strategies for rural allied health recruitment. Little is known about organizational policies impacting recruitment and retention practices of allied health professionals in Tennessee hospitals. Understanding of this problem is vital to the prevention of a critical shortage of allied health professionals. Therefore, this study sought to compare rural and urban hospital in Tennessee with respect to recruitment and retention needs.

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