İŞE ALIMDA YAPAY ZEKÂ VE İŞ ETİĞİ: NİTEL BİR ARAŞTIRMA

Öz

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.

Anahtar Kelimeler

• İşe alım
• yapay zeka
• yapay zeka uygulamaları
• iş etiği
• insan kaynakları yönetimi

ARTIFICIAL INTELLIGENCE AND BUSINESS ETHICS IN RECRUITMENT: A QUALITATIVE STUDY

Öz

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.

Anahtar Kelimeler

• Recruitment
• artificial intelligence
• artificial intelligence applications
• business ethics
• human resource management

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