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Purpose: The present study is an attempt to explore the antecedents of behavioral intention to use artificial intelligence (AI) in recruiting talents by the HR professionals in Bangladesh. Drawing on the principle of the unified theory of acceptance and use of technology (UTAUT), which was built on the premise of technology acceptance model, the theory of planned behavior, the theory of reasoned action, and so forth, the current study has been conducted in the context of Bangladesh. Method: Building on the understanding of the deductive reasoning approach, the investigation followed the positivism paradigm via a quantitative research strategy. We collected 226 replies from the end-users of AI through a self-administrative survey. We used structural equation modeling (SEM) via SmartPLS. Results: Henceforth, the results in the findings filmed that all the hypotheses were supported. Implications: One of the important implications of the present study is the use of the intervention mentioned in this study for the manufacturing and service firms. Limitation: The major limitation is the use of cross-sectional data which implies that future research must use both cross-sectional and longitudinal data for the generalizability of the observed findings.

HR Professionals’ Intention to Adopt and Use of Artificial Intelligence in Recruiting Talents