The International Journal of Human Resource Management

Key Themes/Scope of Special Issue:

The purpose of the proposed special issue topic is to stimulate interdisciplinary narratives in the intellectual domain of artificial intelligence (AI) and personnel selection systems (which appears to be a ubiquitous topic of interest across the globe). Most of the writing to date on AI and HR is centered on broad macro-oriented approaches to the use of AI in HR versus nuanced knowledge of algorithmic implications in specific functional areas of HR. Further, given that personnel selection systems are critical for such elements like bringing talent and diversity into organizations, and for signaling equitable and fair processes in the organization to prospective employees, it is interesting that we have such a large research gap in this area of HR scholarship. Moreover, there are significant issues and changes to the regulatory environment that are largely ignored in this recent work. There is a robust literature on how AI-based systems, such as facial recognition systems, have replicated racial and gendered forms of bias and more work is needed to explore these risks in HR uses of AI.

In response to recent changes in the practice landscape, and the need for a greater academic understanding, our special issue aims to engage with the political, social, computational, and philosophical issues that are driving this intense external scrutiny of AI in HR. We also find that most of our current knowledge has been constructed by academics within the field of HR, which is fully understandable; since the academic and regulatory scrutiny these practices comes from outside the HR domain, however, we believe that the HR literature would significantly benefit from a greater presence of interdisciplinary knowledge on the use of AI in personnel selection, and the broader implications of such uses on the future of work itself.

Topic Areas for this Special Issue

Papers for this special issue should conform to one or more of the following topical areas:

1. Narratives and analyses from the humanities and social sciences that can help us understand this phenomenon through such lenses as philosophy,
   history, gender studies, intersectionality, social identity studies, race studies, psychology, sociology, and others. A focus here would help HR scholars and practitioners see this phenomenon from new perspectives.

Sample Questions to be Addressed:

• • • What disciplinary lenses may help us better understand the human fascination with and deference to AI in the selection process?
    • What do the well-documented bias problems with other AI systems mean for AI in HR?
    • How do policymakers hold organizations accountable for their use of AI in the selection process, particularly given the proprietary nature of many machine learning algorithms?

2. Perspectives in algorithmic fairness and transparency, business analytics, data privacy, and machine learning that can help us interpret what is in the AI “Black Box,” how algorithmic technology specifically works, and how it can best adhere to good hiring practices.

Sample Questions to be Addressed:

• • • What machine learning models are being used in algorithmic hiring systems, what do these various models do,
    and what are their implications for efficient and effective automation in personnel selection?How can we ensure algorithmic fairness in cases of proprietary algorithms?What questions should companies be asking the proprietors of AI platforms sold for selection purposes?What is the ethical responsibility of technical creators of selection algorithms to disclose potential biase

3. Work that spans the aforementioned disciplines and intersect with academic and practice issues in personnel selection to help us understand theoretical, functional, and practice implications in ways that we have yet to see in the literature.

Sample Questions to be Addressed:

• • • What are we missing in neglecting an interdisciplinary approach to the use of AI in selection?
    • How do we encourage HR scholars to work across disciplines to better understand AI’s use in selection and its potential consequences?
    • How can we advance HR practice?

We welcome submissions that are quantitative, qualitative, and/or conceptual in nature. We envision a special issue that includes the widest possible variety of methodological approaches.

Authors can submit their full papers by April 30, 2024 to IJHRM for review. Papers should be prepared and submitted according to the journal’s guidelines.

All papers will be subject to the same double-blind peer review process as in regular issues of IJHRM. When submitting your paper, please designate it as a “Special Issue” article type, by
selecting “yes” to the special issue question, select which SI the submission is for, and also to state the name of the intended SI in their cover letter.

For questions about a potential submission, please contact: Dr. Melissa Intindola at [email protected]

Publication Date of Special Issue: Mid-2025

Instructions for AuthorsSubmit an Article