SavedAdd your journal

Journals / NİŞANTAŞI ÜNİVERSİTESİ SOSYAL BİLİMLER DERGİSİ / 2026 / Cilt: 13 Sayı: 2

ARTIFICIAL INTELLIGENCE AND BUSINESS ETHICS IN RECRUITMENT: A QUALITATIVE STUDY

İŞE ALIMDA YAPAY ZEKÂ VE İŞ ETİĞİ: NİTEL BİR ARAŞTIRMA

Gülten Şenkul(Başkent Üniversitesi)0000-0003-0775-318X
Ali Halıcı
Pages
1099–1115
Publication Date
2025-12-31
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The findings reveal that AIAs are the most time-saving, with matching errors being the most significant drawback.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study aims to evaluate the use of artificial intelligence applications (AIAs) in recruitment processes and assess their use in terms of business ethics.
📊
Key Findings & Data:The research employed qualitative methods, and data collection was completed through semi-structured interviews with 23 HR professionals.
💡
Conclusion & Impact:The findings reveal that AIAs are the most time-saving, with matching errors being the most significant drawback.
🔬Design:Lab & Field Experiment
📍Scope:Comprehensive Sample
⚙️Variables:İşe alım · yapay zeka · yapay zeka uygulamaları

Abstract

This study aims to evaluate the use of artificial intelligence applications (AIAs) in recruitment processes and assess their use in terms of business ethics. The research employed qualitative methods, and data collection was completed through semi-structured interviews with 23 HR professionals. Analysis revealed that AIAs are the most frequently used in the recruitment process, particularly in the candidate pool generation and pre-screening/filtering qualified candidates. The findings reveal that AIAs are the most time-saving, with matching errors being the most significant drawback. Furthermore, while the majority of participants perceive AIAs as ethically neutral, transparent, and fair when used in recruitment, they remain uncertain about their reliability. Despite the potential for AIAs to reduce bias, human resources professionals have concerns about these applications. The research results indicate that AIAs are perceived as a time-saving, fast, and streamlined tool in the recruitment process, but they lack the necessary final decision-making power. Furthermore, it was concluded that HR professionals, rather than AIAs, should play an active role in the recruitment process. These findings show that the use of AIAs in recruitment is still in its early stages.

Özet

Bu çalışma, işe alım süreçlerinde yapay zeka uygulamalarının (YZU) kullanımını ve bu kullanımın iş etiği açısından değerlendirilmesini amaçlamaktadır. Araştırma nitel yöntemlerle gerçekleştirilmiş olup, veri toplama süreci 23 insan kaynakları uzmanıyla yapılan yarı yapılandırılmış mülakatlar aracılığıyla tamamlanmıştır. Analizler sonucunda, YZU’nun işe alım sürecinde en çok aday havuzu oluşturma ve nitelikli adayları ön eleme/filtreleme aşamalarında kullanıldığı belirlenmiştir. Bulgular, YZU kullanımının en çok zaman tasarrufu sağladığını ve en önemli sakıncanın eşleştirme hatası olduğunu ortaya koymaktadır. Ayrıca, katılımcıların çoğunluğu işe alımda kullanılan YZU’yu etik açıdan tarafsız, şeffaf ve adil bulmakla birlikte, güvenilirlik konusunda tereddüt yaşamaktadır. İşe alımda kullanılan YZU’ların önyargıyı azaltma potansiyeline rağmen, insan kaynakları uzmanlarının bu uygulamalarla ilgili kaygılarının olduğu da görülmüştür. Araştırma sonuçlarına göre, YZU’lar işe alım sürecinde zamandan tasarruf sağlayan, hızlı ve süreci kolaylaştıran bir araç olarak görülmekle birlikte, nihai karar verecek yeterliliğe sahip olmadığı tespit edilmiştir. Buna ek olarak, işe alım sürecinde YZU yerine insan kaynakları uzmanlarının aktif bir rol üstlenmesi gerektiği sonucuna ulaşılmıştır. Bu bulgular, işe alımda YZU kullanımının halen erken dönemde olduğunu göstermektedir.

🔖

Cite This Article

Şenkul, G., Halıcı, A. (2025). ARTIFICIAL INTELLIGENCE AND BUSINESS ETHICS IN RECRUITMENT: A QUALITATIVE STUDY. NİŞANTAŞI ÜNİVERSİTESİ SOSYAL BİLİMLER DERGİSİ, Cilt: 13 Sayı: 2, 1099–1115. https://doi.org/10.52122/nisantasisbd.1751398

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (59)

  1. Armstrong, M. (2006). Armstrong’s Handbook of Human Resource Management Practice. London: Kogan Page Publishers.
  2. Aturu, B. (2005). Nigerian Labour Laws: Principles, Cases, Commentaries and Materials. Lagos: Friedrich Ebert Stiftung.
  3. Bankins, S., Formosa, P., Griep, Y., & Richards, D. (2022). AI Decision Making with Dignity? Contrasting Workers’ Justice Perceptions of Human and AI Decision Making in a Human Resource Management Context. Information Systems Frontiers, 24(3), 1–19. https://doi.org/10.1007/s10796-021-10223-8
  4. Başarır, Ç. (2006). İnsan kaynakları yönetiminde etiksel ilkelerin yerleştirilmesi ve bir uygulama. (Yayınlanmamış) Yüksek Lisans Tezi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü.
  5. Beatty, D., Masanthia, K., Kaphol, T., & Sethi, N. (2024). Revealing hidden bias in AI: lessons from large language models. arXiv preprint arXiv:2410.16927.
  6. Bingöl, D. (2010). İnsan Kaynakları Yönetimi (8. baskı). İstanbul: Beta.
  7. Brand, H. (2008). Proposing and evaluating a model for ethical recruitment and selection. Journal of Contemporary Management, 5(1), 205–222.
  8. Briciu, V. A., Briciu, A., & Moraru, D. (2022). Advantages and Disadvantages of Using Artificial Intelligence in the Recruitment and Selection Processes in the Context of COVID-19. In Proceedings of the Materials of International Scientific and Practical Conference. Akaki Tsereteli State University.
  9. Bullhorn. (2018). 2018 UK recruitment trends report: the industry’s outlook for 2018. -. Retrieved March 15, 2022, from https://www.bullhorn.com/uk/blog/top-recruitment-trends-2018/
  10. Buzko, I., Dyachenko, Y., Petrova, M., Nenkov, N., Tuleninova, D., & Koeva, K. (2016). Artificial Intelligence technologies in human resource development. Computer Modelling and New Technologies, 20(2), 26–29.
  11. Byars, S. M., & Stanberry, K. (2018). Business Ethics. OpenStax.
  12. Chan, S. H., & Kuok, O. M. (2011). A study of human resources recruitment, selection, and retention issues in the hospitality and tourism industry in Macau. Journal of Human Resources in Hospitality & Tourism, 10(4), 421–441. https://doi.org/10.1080/15332845.2011.588579
  13. Chen, Z. (2023). Ethics and discrimination in artificial intelligence-enabled recruitment practices. Humanities and social sciences communications, 10(1), 1-12.
  14. Conrad, C. A. (2018). Business ethics: A philosophical and behavioral approach. Springer. https://doi.org/10.1007/978-3-319-91575-3
  15. Çavdar, H., & Çavdar, M. (2010). İşletmelerde İşgören Bulma ve Seçme Aşamaları. Journal of Naval Sciences and Engineering, 79–93.
  16. Drucker, P. (1981). What is business ethics. The Public Interest, 63(2), 18–36.
  17. Ekwoaba, J., Ikeije, U., & Ufoma, N. (2015). The impact of recruitment and selection criteria on organizational performance. Global Journal of Human Resource Management, 3(2), 22–33.
  18. Fernández-Martínez, C., & Fernández, A. (2020). AI and recruiting software: Ethical and legal implications. Paladyn Journal of Behavioral Robotics, 11(1), 199–216. https://doi.org/10.1515/pjbr-2020-0030
  19. FraiJ, J., & László, V. (2021). A literature review: Artificial intelligence Impact on the recruitment process. International Journal of Engineering and Management Sciences, 6(1), 108–119.
  20. Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37–52.
  21. Göktaş, S. (2009). İşe Alım Süreci ve Bir Uygulama (Yayınlanmamış) Yüksek Lisans Tezi. Yıldız Teknik Üniversitesi Sosyal Bilimler Enstitüsü.
  22. Hunkenschroer, A. L., & Kriebitz, A. (2023). Is AI recruiting (un) ethical? A human rights perspective on the use of AI for hiring. AI and Ethics, 3(1), 199-213.
  23. Hunkenschroer, A. L., & Luetge, C. (2022). Ethics of AI-enabled recruiting and selection: A review and research agenda. Journal of Business Ethics, 1–31.
  24. Ibrahim, W. M. R. W., & Hassan, R. (2019). Recruitment trends in the era of industry 4.0 using artificial intelligence: pro and cons. Asian Journal of Research in Business and Management, 1(1), 16–21.
  25. Itika, J. (2011). Fundamentals of human resource management: emerging experiences from Africa. African Public Administration and Management Series, 2.
  26. Jarrahi, M. H. (2018). Artificial intelligence and the future of work: Human-AI symbiosis in organizational decision making. Business Horizons, 61(4), 577–586. https://doi.org/10.1016/j.bushor.2018.03.007
  27. Kaplan, A., & Haenlein, M. (2019). Siri, Siri, in my hand: Who’s the fairest in the land? On the interpretations, illustrations, and implications of artificial intelligence. Business Horizons, 62(1), 15–25. https://doi.org/10.1016/j.bushor.2018.08.004
  28. Kesen, M. (2014). İnsan Kaynakları Yönetimi Uygulamaları ve Örgüt Kültürünün Çalışan Performansı Üzerine Etkileri (Yayınlanmamış) Doktora Tezi. Gebze Yüksek Teknoloji Enstitüsü Sosyal Bilimler Enstitüsü.
  29. Kulak, A. F. (2020). İnsan Kaynakları Yönetiminde Etik. İstanbul: Beta.
  30. Kumar, V. U., Mohan, A., Kumar, B. S. S., Ponnala, R., Sateesh, B., ve Maruthi, P. D. S. (2021). Analysis and Issues of Artificial Intelligence Ethics in the Process of Recruitment. In 2021 2nd International Conference on Smart Electronics and Communication (ICOSEC) (s. 733-738). IEEE.
  31. Lawrence, T. (1991). Impacts of artificial intelligence on organizational decision making. Journal of Behavioral Decision Making, 4(3), 195–214. https://doi.org/10.1002/bdm.3960040306
  32. Lewis, P. V. (1985). Defining ‘business ethics’: Like nailing jello to a wall. Journal of Business Ethics, 4(5), 377–383. https://doi.org/10.1007/bf02388590
  33. Marr, B. (2019). Artificial intelligence in practice: how 50 successful companies used AI and machine learning to solve problems. John Wiley ve Sons.
  34. Martı́nez-Miranda, J., & Aldea, A. (2005). Emotions in human and artificial intelligence. Computers in Human Behavior, 21(2), 323–341. https://doi.org/10.1016/j.chb.2004.02.010
  35. Mayo, A. (2000). The role of employee development in the growth of intellectual capital. Personnel Review, 29(4), 521–533. https://doi.org/10.1108/00483480010296311
  36. Oswal, N., Khaleeli, M., & Alarmoti, A. (2020). Recruitment In The Era Of Industry 4.0: Use Of Artifıcial Intelligence In Recruitment And Its Impact. PalArch's Journal of Archaeology of Egypt/Egyptology, 17(8).
  37. Petts, N. (1997). Building growth on core competences—a practical approach. Long Range Planning, 30(4), 551–561. https://doi.org/10.1016/s0024-6301(97)00034-4.
  38. Rathi, R. A. (2018). Artificial intelligence and the future of hr practices. International Journal of Applied Research, 4(6), 113-116.
  39. Roberts, J. (2016). Rethinking employment discrimination harms. Indiana Law Journal, 91(2), 393–454.
  40. Rodney, H., Valaskova, K., & Durana, P. (2019). The Artificial Intelligence Recruitment Process: How Technological Advancements Have Reshaped Job Application and Selection Practices. Psychosociological Issues in Human Resource Management, 7(1).
  41. Rowley, C., & Jackson, K. (2010). Human Resource Management: the key concepts. In Routledge eBooks. https://doi.org/10.4324/9780203841815
  42. Schuler, R. S. (1998). Human Resource Management In M. Poole & M. Warner (Eds.). In The IEBM Handbook of Human Resource Management. London: International Thomson Business Press.
  43. Sığrı, Ü. (2018). Nitel Araştırma Yöntemleri. Beta Yayıncılık.
  44. Stock, M. W., & Rauscher, H. M. (1996). Artificial intelligence and decision support in natural resource management. New Zealand Journal of Forestry Science, 26(1/2), 145-157.
  45. Stone, D. L., Lukaszewski, K. M., & Johnson, R. D. (2024). Will artificial intelligence radically change human resource management processes?. Organizational Dynamics, 53(1), 101034.
  46. Strazzulla, P. (2022). 10+ Best AI Recruiting software for 2025: Expert Reviews + Pricing. Retrieved January 28, 2022. https://www.selectsoftwarereviews.com/buyer-guide/ai-recruiting
  47. Sunday, A. O., Olaniyi, D. E., & Mary, F. O. (2015). The influence of recruitment and selection on organizational performance. International Journal of Advanced Academic Research-Social Sciences and Education, 1–63.
  48. Sýkorová, Z., Hague, D., Dvouletý, O., & Procházka, D. A. (2024). Incorporating artificial intelligence (AI) into recruitment processes: ethical considerations. Vilakshan-XIMB Journal of Management, 21 (2): 293–307.
  49. Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial intelligence in Human Resources Management: challenges and a path forward. California Management Review, 61(4), 15–42. https://doi.org/10.1177/0008125619867910
  50. Tekindal, M., & Uğuz Arsu, Ş. (2020). Nitel Araştırma Yöntemi Olarak Fenomenolojik Yaklaşımın Kapsamı ve Sürecine Yönelik Bir Derleme. Ufkun Ötesi Bilim Dergisi, 20(1), 153-172.
  51. Thakur, J. S. (2012). Role of Artificial Intelligence & Expert System in: Business Competitiveness. Gian Jyoti EJ, 1(2).
  52. Upadhyay, A. K., & Khandelwal, K. (2018). Applying artificial intelligence: implications for recruitment. Strategic HR Review, 17(5), 255–258. https://doi.org/10.1108/shr-07-2018-0051
  53. Vardarlier, P., & Zafer, C. (2020). Use of artificial intelligence as business strategy in recruitment process and social perspective. In Contributions to management science (pp. 355–373). https://doi.org/10.1007/978-3-030-29739-8_17
  54. Vedapradha, R., Hariharan, R., & Shivakami, R. (2019). Artificial intelligence: a technological prototype in recruitment. Journal of Service Science and Management, 12(03), 382–390. https://doi.org/10.4236/jssm.2019.123026
  55. Villegas, S., Lloyd, R. A., Tritt, A., & Vengrouskie, E. F. (2019). Human Resources as Ethical Gatekeepers: hiring ethics and employee selection. Journal of Leadership Accountability and Ethics, 16(2), 80–88. https://doi.org/10.33423/jlae.v16i2.2024
  56. Weaver, G. R. (2004). Ethics and employees: Making the connection. Academy of Management Perspectives, 18(2), 121–125. https://doi.org/10.5465/ame.2004.13836241
  57. Yener, Ö., & Abdulkadir, G. (2007). Sosyal ve eğitim bilimleri araştırmalarında evren-örneklem sorunu. Atatürk Üniversitesi Kazım Karabekir Eğitim Fakültesi Dergisi, 15, 394–422.
  58. Yıldırım, A., & Simsek, H. (2006). Sosyal Bilimlerde Nitel Araştırma Yöntemleri (6. Baskı). Ankara: Seçkin Yayıncılık.
  59. Itika, J. (2011). Fundamentals of human resource management: emerging experiences from Africa. African Public Administration and Management Series, 2.