Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda

Abstract Technology‐enabled recruitment and selection technologies, such as chatbots, assessment games, and asynchronous video interviews, are becoming more widely used. However, their impact on people with disabilities is frequently ignored; this has potentially significant implications for the perceived fairness of hiring decisions. We advance eight theoretical propositions on the positive and negative implications of technology‐enabled recruitment and selection technologies for applicant reactions of people with disabilities. Our propositions are based on three key design features of these technologies: separation in time and space, automated administration, and automated evaluation. We provide recommendations for future research and discuss practical implications for the use of advanced technology in recruitment and selection. Practitioner points Organizations are increasingly using technology‐enabled recruitment and selection tools such as chatbots, assessment games, and asynchronous video interviews to recruit and select employees, without considering how these technologies can affect people with disabilities. We consider the positive and negative impacts of these technologies on the experiences of people with disabilities, with particular attention to applicant reactions. We offer guidance to vendors and users of these technologies in terms of how they can be used to provide better and more inclusive experiences for applicants.