Ethical AI in HRM and HR Data Analytics in Achieving Fair Recruitment Outcomes and Employee Trust at Technology Companies in Jakarta

Authors

  • Muhammad Syafri State University of Makassar image/svg+xml
  • Husnil Hidayat Universitas Muhammadiyah Muara Bungo
  • Wellie Sulistijanti Institut Teknologi Statistika dan Bisnis Muhammadiyah Semarang
  • Taswati Nova Wijayaningrum Institut Teknologi Statistika dan Bisnis Muhammadiyah Semarang
  • Ani Silva Universitas Muhammadiyah Prof. DR Hamka

DOI:

https://doi.org/10.58812/sdi.v2i02.2976

Keywords:

Ethical Artificial Intelligence, Human Resource Management, HR Data Analysis, Fair Recruitment Outcomes, Employee Trust

Abstract

The increasing adoption of artificial intelligence (AI) in Human Resource Management (HRM) has transformed recruitment and HR data analysis by improving efficiency, consistency, and data-driven decision-making. However, concerns regarding algorithmic bias, transparency, accountability, privacy, and employee acceptance remain significant. This study examines the effects of Ethical AI in HRM and HR Data Analysis on Fair Recruitment Outcomes and Employee Trust in technology companies in Jakarta. A quantitative explanatory research design was employed using data collected from 120 employees through a structured questionnaire measured on a five-point Likert scale. The data were analyzed using Structural Equation Modeling–Partial Least Squares with SmartPLS 3. The measurement model demonstrated satisfactory reliability and validity, with factor loadings exceeding 0.70, composite reliability values above 0.90, and Average Variance Extracted values above 0.50. The structural model showed that Ethical AI significantly influenced Fair Recruitment Outcomes and Employee Trust. HR Data Analysis also had significant positive effects on Fair Recruitment Outcomes and Employee Trust. Fair Recruitment Outcomes exerted the strongest influence on Employee Trust. Furthermore, Fair Recruitment Outcomes partially mediated the relationships between Ethical AI and Employee Trust and between HR Data Analysis and Employee Trust. The model explained 62.8% of the variance in Fair Recruitment Outcomes and 70.3% of the variance in Employee Trust. These findings demonstrate that ethical, transparent, accountable, and responsible AI-supported HR practices can improve recruitment fairness and strengthen employee confidence in organizational technologies.

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Published

2026-07-30

Issue

Vol. 2 No. 02 (2026): Sustainable Development Insights

Section

Articles

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Copyright (c) 2026 Muhammad Syafri, Husnil Hidayat, Wellie Sulistijanti, Taswati Nova Wijayaningrum, Ani Silva

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This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

How to Cite

Ethical AI in HRM and HR Data Analytics in Achieving Fair Recruitment Outcomes and Employee Trust at Technology Companies in Jakarta. (2026). Sustainable Development Insights, 2(02), 122-135. https://doi.org/10.58812/sdi.v2i02.2976