New technology in personnel selection: How recruiter characteristics affect the adoption of new selection technology

•This study expands the understanding of the effects of new technology in personnel selection.•Recruiters’ intentions to use new technology relate to perceptions of useful and ease of use.•Recruiter characteristics predict perceptions of usefulness and ease of use.•Different variables affect the acceptance of new technology by recruiters than by applicants.•Managers are well-advised to be aware of the technology readiness of their recruiters. The aim of the present field study is to expand the understanding of how characteristics of recruiters relate to their adoption of new selection technology. In two studies, among 198 recruiters, we used the Technology Acceptance Model (TAM), together with two measures of personality (i.e., openness to experience and neuroticism), two information technology specific individual differences (i.e., personal innovativeness in information technology and computer self-efficacy), and reactions to and actual usage of new technology. Both studies showed that all recruiter characteristics (except openness to experience) relate to perceptions of usefulness and ease of use, and that these perceptions relate to intentions to use new selection technologies. Study 2 showed that recruiter characteristics predict perceptions of usefulness and ease of use over and above established predictors of the TAM. Perceptions of usefulness and ease of use were better predictors of intentions to use new technology than perceptions of face validity, predictive validity, and fairness. Thus, when it comes to the adoption of new selection technology, recruiter characteristics, and perceptions of usefulness and ease of use play an important role.