Linchi Kwok, Ph.D.

Artificial intelligence has made massive improvements over the years. Recently, AI has reshaped the landscape of human resources. This is especially true in large hotel companies and hospitality brands where hundreds, if not thousands, of applications may come in for a single role. Tools such as automated resume screening, predictive analytics, and structured digital interviews can reduce the administrative burden on HR teams. However, as these systems become more prevalent in recruitment, hospitality leaders must confront the unintended discrimination emerging from the data and design of AI tools. The basic structure of AI is rooted in efficiency, but the very data that powers these systems can also be embedded with human bias. Decisions made by AI can unintentionally exclude qualified applicants, overlook diverse talent pools, and create new barriers, particularly for neurodivergent candidates navigating video-based assessments. Understanding these risks is essential for hospital...

As artificial intelligence (AI) has revolutionized how businesses recruit and select talent , job seekers must also adapt to this new reality. This week, we shift the focus from how companies and HR managers can lead the process to how job seekers can use AI strategically to enhance their success in the job application process while maintaining authenticity, integrity, and self-awareness. The Research Acknowledging AI’s significant impacts on various HR functions , particularly the hiring process, my coauthors, Drs. Ning-Kuang Chuang , Yung-Kuei Huang , and I published a viewpoint article in the Journal of Hospitality & Tourism Research . We discussed how job seekers can use AI tools strategically and responsibly throughout their job search. How Job Seekers Can Stand Out in AI-Assisted Hiring Job seekers who understand how AI systems operate across the hiring process can take greater control of their career search. Specifically, we propose six strategic ways to succeed: Se...

Artificial intelligence (AI) has revolutionized how we recruit and select talent . HR and hiring managers are no longer just recruiters. They are strategic supervisors of the whole AI ecosystem. The new challenge is to lead responsibly, ensuring that technology enhances rather than replaces human judgment. The Big Question In our recent publication in the Journal of Hospitality & Tourism Research , “Staying ahead: A critical assessment of the GenAI-assisted hiring process using the OECD AI Principles,” my coauthors Drs. Ning-Kuang Chuang , Yung-Kuei Huang , and I address the following question: How can hospitality and tourism (H&T) firms remain competitive, relevant, and compliant with the global AI standards (e.g., the OECD AI Principles)? How HR and Hiring Managers Lead AI-Assisted Hiring Responsibly AI has significantly improved hiring efficiency, from automating job postings and resume screening to scheduling and conducting job interviews and drafting job offers. Howev...

Artificial intelligence (AI) is reshaping how organizations hire talent. Today, AI is not just a tool but a partner that supports and enhances human decision-making across all six distinct phases of the hiring process, from receiving applications to extending job offers (see Figure 1). The Research I collaborated with Drs. Ning-Kuang Chuang and Yung-Kuei Huang to assess Generative AI’s (GenAI) impacts throughout the hiring process using the OECD (Organization for Economic Cooperation and Development) AI Principles for trustworthy AI . We published our work in the Journal of Hospitality & Tourism Research , addressing four guiding questions: RQ1. What revolutionary changes does GenAI bring into the hiring process? RQ2. What ethical concerns arise when aligning GenAI hiring practices with the OECD AI Principles? RQ3. How can the two hospitality and tourism (H&T) stakeholders – H&T firms and their managers, as well as job seekers remain competitive, relevant, and co...

In a series of discussions about artificial intelligence (AI) in human resource management (HRM), we explored how AI has transformed the traditional HR functions and how HR professionals can remain irreplaceable in the age of AI . To help organizations and HR professionals prepare for the still-evolving AI-empowered workplace, academic research must not only address the relevant and timely research questions but also emphasize the need for responsible and ethical AI use that matters to our industry partners. The Big Question After reviewing AI’s impacts on the HR profession, my co-author, Dr. R.L. Fernando Garcia , and I sought answers to another question: What pressing research questions can be addressed to support organizations and HR professionals in a new GenAI-empowered work environment? The Answers In our article published in the International Journal of Contemporary Hospitality Management . We argued that much more research is needed to help organizations use AI responsibl...

Last week, we discussed how artificial intelligence (AI), particularly the widespread adoption of generative AI (GenAI), has transformed the traditional HR functions across the six stages of the employee lifecycle. Many professionals want to understand what roles still remain for humans in HR. The Big Question Reflecting on our personal and professional experiences, my co-author, Dr. R.L. Fernando Garcia , and I reviewed the relevant literature and industry reports to answer: How can HR professionals sustain their critical role in the organization when AI is transforming traditional HR functions? The Answers We provided our answers to the question in our recent article published in the International Journal of Contemporary Hospitality Management . Our reflection reveals that AI adoption does not diminish HR’s importance. Instead, AI will redefine the HR profession. HR professionals must strengthen the areas that AI cannot replace while embracing new responsibilities that emerg...

Artificial intelligence (AI), particularly the widespread adoption of generative AI (GenAI), is rapidly transforming the way organizations manage their workforce. Organizations are at a critical point where they must assess the transformational changes that AI has brought to human resources (HR). HR professionals must understand their new roles in organizations as AI becomes more essential at work. The Research  To reflect on AI’s disruptive influence on the HR profession, I collaborated with   Dr. R.L. Fernando Garcia  on a critical reflection paper to answer three research questions:    RQ1.  What significant changes has AI brought to various HR functions?  RQ2.  How can HR professionals sustain their critical role in the organization when AI is transforming traditional HR functions?  RQ3.  What research questions can be addressed to support organizations and HR professionals in a new GenAI-empowered work environment?    In o...

AI can streamline the hiring process, but concerns linger. For example, AI could perpetuate gender or racial biases in the hiring process , just like most human HR managers could do. Meanwhile, to increase the chances of being picked by AI, job candidates must prepare resumes and job interviews tailored to AI’s “preference.” When more job candidates understand how to convince AI that they are the best candidates for the job , can AI still make valid recommendations to hire the best-fit candidate in the pool? Then, if AI makes a mix of valid and invalid recommendations for hiring, will HR managers find it more challenging to select the right candidate for the job? The situation can get even more complicated if a candidate cheats the AI hiring systems. Cheat to bypass AI screening: Is it the cruelty of human nature? Job candidates are eager to get hired. Career coaches want to help. That is a good thing. Nevertheless, I have seen many free online tutorial videos teaching job candidate...

Using computer programs to screen job candidates’ resumes is not a new HR practice among big corporates. AI accelerates the automation process for all companies in the selection process. More companies are using AI to evaluate job candidates’ performance in their initial interviews, such as word choice and cognitive abilities, in addition to screening their resumes.     AI speeds up the hiring process   AI can help companies speed up the hiring process because they usually receive hundreds or even thousands of job applications for a vacancy. It becomes unrealistic for companies to solely rely on “human eyes” to screen all resumes or perform as many live job interviews as AI would do.     Research and industry reports have widely documented HR managers’ biases in their hiring practices. Now, when AI is helping HR managers make decisions, do companies still need to be mindful of potential biases during the hiring process?      Understanding AI biase...

As our world has evolved, so has companies' hiring process across the workforce. Advancements in technology, including artificial intelligence or AI, have changed how employers review applications.  Many employers have become reliant on technology and AI to identify quality candidates, and such a practice has negatively impacted applicants, as the usage of AI technology to review applications has significantly decreased individuals’ chances for employment. With algorithms and AI being used to review submitted applications and evaluate applicant responses in online assessments, qualified individuals who apply for open positions can be rejected. In addition, companies have incorporated advanced technology into their application review process in the form of resume screeners, a tool that can wrongly evaluate applicants’ resumes using biased criteria. In short, employers’ use and reliance upon algorithms, AI, and resume screeners have presented challenges that many were not prepared to...