Job Seekers’ Experiences of Artificial Intelligence in Recruitment

evidence from Liverpool

Abstract

Artificial intelligence is becoming increasingly utilized in hiring procedures, changing how businesses find, evaluate, and filter job applicants while raising concerns about trust, fairness, and transparency.  This dissertation examines the role of artificial intelligence in hiring in Liverpool, with a focus on how job seekers interact with AI-enabled tools during the sourcing, screening, and interview processes, addressing regional gaps in employer-centric literature. The study adopts an interpretive qualitative design using semi-structured interviews with 8 Liverpool-based job seekers who had actively applied for jobs within the previous 12 months and encountered at least one AI-enabled recruitment tool. Participants were applying for roles in retail, healthcare and education. Data was analysed thematically to explore perceptions of fairness, transparency, and trust, alongside emotions such as confidence and anxiety. Findings highlight how AI recruitment tools used by businesses operating in Liverpool shape candidates’ procedural-justice judgements and emotional reactions. The research contributes to mapping local use of AI in recruitment and offers evidence-based ethical recommendations for Liverpool’s SME-dominated labour market. It demonstrates how transparent, human-centred implementation help organizations avoid risks, protect employer reputation, improve candidate engagement, and sustain trust, supporting efficient and fair hiring outcomes.