The use of artificial intelligence in the recruitment of Generation Z

Purpose: The purpose of the study was to determine how Generation Z perceives the benefits

and risks associated with the use of artificial intelligence (AI) in recruitment processes.

The analysis examined the relationships between respondents’ assessments and their gender,

level of education, and professional experience in order to determine whether these

characteristics differentiate the perception of AI’s impact on the recruitment process.

Design/methodology/approach: The study was conducted in Poland in the second quarter of

2025 using the CAWI method (Computer-Assisted Web Interviewing) with a proprietary online

questionnaire. The sample included 463 representatives of Generation Z (individuals born

between 1995 and 2012). The sampling was purposive, encompassing both individuals who

were professionally active or had experience with recruitment processes, as well as those

without any professional experience. Respondents evaluated various aspects of the use of AI in

recruitment, including benefits (such as process speed, job-offer matching, and objectivity) and

risks (such as algorithmic errors and limited interpersonal contact), using a 5-point Likert scale.

Nonparametric tests were applied to analyze the results: the Mann-Whitney U test, the Kruskal

Wallis test, and Spearman’s rank correlation coefficient (Rs), which allowed for examining the

relationships between variables and verifying (or rejecting) the research hypotheses.

Findings: Generation Z generally evaluates the use of artificial intelligence in recruitment

positively, primarily recognizing the speed, convenience of applying, and objectivity of the

selection process. These assessments do not differ significantly by gender, education level,

or professional experience. Among the perceived risks, respondents most often indicated the

limitation of interpersonal contact and the risk of algorithmic errors; however, these were not

seen as factors that completely disqualify the use of AI. The evaluation of risks also showed

no significant differences depending on socio-demographic characteristics.

Research limitations/implications: A limitation of the study is the sample size (N = 463),

which does not allow for full generalization of the results to the entire Generation Z population.

Additionally, due to space constraints, the analysis covered only two risk factors related to the

use of artificial intelligence in recruitment—the limitation of interpersonal contact and the risk

of algorithmic errors—thus narrowing the scope of result interpretation. In future research,

it would be valuable to expand the sample and apply a mixed-methods approach (quantitative

and qualitative), such as in-depth interviews or case studies, which would allow for a more

comprehensive understanding of candidates’ motivations, emotions, and expectations regarding

the use of artificial intelligence in recruitment.

Practical implications: The study findings are relevant for employers and recruiters, indicating

that: Generation Z expects recruitment processes to be fast, convenient, and transparent,

while still maintaining human interaction; Artificial intelligence should be treated as

a supporting tool, not as a replacement for recruiters; Combining automation with opportunities

for human interaction at key stages of the process can enhance candidates’ experience and their

satisfaction with recruitment.

Originality/value: The study provides both scientific and practical value, as it analyzes

Generation Z’s perception of artificial intelligence in recruitment, taking into account both

benefits and risks. The findings offer up-to-date insights into the expectations of young

candidates regarding AI in recruitment processes, which can support employers and

HR professionals in designing more efficient and transparent recruitment practices. The study

also emphasizes the importance of combining automation with human involvement in candidate

selection, representing a significant contribution to the literature on modern HR practices.

Keywords: artificial intelligence, recruitment, Generation Z, benefits and risks.

Category of the paper: science article.