46 The Recruitment and Selection HR process through Artificial Intelligence: an analysis of the aspects of acceptance, validity and interaction with the human decision maker Andrea Rezzani 1 1 Università degli studi di Torino, Via Verdi 8, Torino, Italy Abstract The problem I intend to address in my industrial PhD is the lack of data regarding the acceptance and experience of users involved in the transformation of recruitment and selection processes as a result of the hypothetical, but now quite realistic, application of Artificial Intelligence. The program aims to bring advanced research into an industrial environment within an IT company. It aims to explore theoretical issues about the level of acceptance towards AI technologies and human/artificial factors involved in decision making, including associated biases and ethical concerns. Here, I present an overview of the literature conducted during the first year of my doctoral program and a preliminary study regarding candidates' perceptions of initiating a computer-based selection process. Finally, I discuss some future research that I would like to develop over the course of my upcoming studies. Keywords 1 Artificial Intelligence, Human Computer Interaction, Recruitment and Personnel Selection 1. Problem statement The problem I am dealing with is the lack of data on the reliability and acceptance of Artificial Intelligence (AI) recruiting technologies. Human resources are considered the heart of any organization, regardless of corporate’s size, structure or culture. Indeed, one of the most important factors in a successful business, large or small, is the people who build it. In recent years, we have seen two trends that are the affirmation of the central role of human capital in driving corporate competitive advantage and the progressive difficulty in retaining talent also referred to as the "War of the talent" [1]. As a result, recruiting has become a strategic business activity rather than a tactical HR activity [2]. During my experience as a HR Specialist in a Technology Consulting Company I approached the emerging market trends in this area and I found that AI, as the broad discipline that studies and implements systems that simulate human behavior and thinking [3], is the most promising solution to improve and optimize HR activities. AI plays and will play an increasingly central role within organizations to cope with the changes imposed by digitalization to attract talent, reduce time and costs, and improve the matching between supply and demand [4]. In this scenario, some questions arise: what is the impact of human-computer interaction during recruitment and selection processes? Will it be possible to replace humans in such a sensitive decision-making process as personnel selection? What are the ethical concerns involved in this transformation? CHItaly 2021 Joint Proceedings of Interactive Experiences and Doctoral Consortium, July 11-13, 2021, Bolzano, Italy EMAIL: andrea.rezzani@unito.it (A. Rezzani) © 2021 Copyright for this paper by its authors. Use permitted under Creative Commons License Attribution 4.0 International (CC BY 4.0). CEUR Workshop Proceedings (CEUR-WS.org) CEUR Workshop Proceedings http://ceur-ws.org ISSN1613-0073