AI技术在人才甄选中的心理学效用研究综述

A Review of the Psychological Utility of AI Technology in Talent Selection

摘要: 人工智能技术已经深度融入企业人才选拔的整个流程，利用自然语言处理、机器学习以及音视频行为特征分析等方式，AI可以捕捉和判断候选人的心理特质，人才选拔本质上是组织心理学的实践场景，AI在提高效率的同时，也产生了复杂的心理效应：既可以减少社会赞许性偏差，做到大样本心理特征识别，降低主观偏见，也会带来算法黑箱、公平感知受损、信任危机以及测评效度不足等问题。本文从积极效用、消极风险、边界条件与研究不足四个方面整理现有文献，并且从实践启示与未来研究方向两个维度给出优化建议，希望能给AI甄选的应用提供来自心理学视角的理论参考。

Abstract: Artificial intelligence (AI) technologies have become deeply integrated into the entire enterprise selection process. By leveraging natural language processing, machine learning, and audio-visual behavioral feature analysis, AI can capture and assess candidates’ psychological traits. As talent selection is essentially a practical application of organizational psychology, the deployment of AI—while enhancing efficiency—has also triggered complex psychological effects. On the one hand, it can mitigate cognitive biases of interviewers, reduce social desirability responding, and enable large-scale psychological profiling. On the other hand, it introduces challenges such as the “algorithmic black box,” impaired perceptions of fairness, trust crises, and insufficient assessment validity. This paper synthesizes existing literature across four dimensions: positive utilities, negative risks, boundary conditions, and research gaps. Furthermore, it provides optimization recommendations from the perspectives of practical implications and future research directions. The objective is to offer a theoretical framework rooted in psychology for the application of AI in talent selection.