## 1 Introduction
Resistance to AI adoption often stems from concerns such as fears of job displacement or mistrust of technological reliability. Nonetheless, AI tools are designed to complement rather than replace human judgment [13; 14]. By automating administrative and analytical tasks, AI enables HR professionals to focus on roles requiring human intuition and empathy, such as cultivating relationships, fostering a positive organizational culture, and enhancing employee engagement--elements crucial for recruitment success [11; 13; 15]. Despiteexisting studies highlighting the benefits of adopting AI tools in recruitment and selection processes [12], there remains a limited understanding of how recruiters intend to incorporate these tools into their daily activities [11]. Moreover, the ways in which recruiters perceive and evaluate the utility and advantages of AI tools remain underexplored. Addressing this gap, the present research aimed to investigate the factors shaping recruiters' intentions to use AI tools, providing a deeper understanding of how these intentions are formed. The TAM [15] provides a robust framework for explaining how recruiters form intentions to use AI tools in recruitment and selection. This model elucidates the processes by which individuals perceive, accept, and adopt innovative technologies, making it particularly valuable for understanding recruiters' attitudes toward AI tools. According to TAM, two core constructs--perceived usefulness and perceived ease of use--directly influence individuals' attitudes toward using new and unfamiliar technologies, which in turn shape their behavioral intentions to adopt them [15]. This theoretical model is especially relevant in the recruitment context, where AI tools are increasingly deployed to streamline processes and enhance decision-making [9]. Perceived usefulness refers to recruiters' beliefs about the degree to which AI tools can enhance their job performance [15; 16]. When recruiters perceive these tools as substantially beneficial for achieving organizational objectives and improving personal efficiency, the likelihood of integrating AI into their recruitment and selection activities increases [11]. Perceived ease of use pertains to recruiters' perceptions of how intuitive and effort-free AI tools are to operate [17]. Tools that are user-friendly and seamlessly integrate with existing HR systems are more likely to gain acceptance [18]. Conversely, complex AI interfaces or tools requiring extensive training may deter adoption, even if the technology is deemed beneficial. TAM further underscores the role of attitude toward use as a mediating factor between perceived usefulness/ease of use and the intention to adopt AI tools [15; 16]. recruiters are more likely to develop positive attitudes toward AI when they find the technology both easy to use and effective in enhancing their workflows. These favorable attitudes, in turn, reinforce their willingness to incorporate AI into daily operations [19]. Hence, TAM offers a suitable and comprehensive theoretical lens for understanding recruiters' perceptions of AI tools, the factors influencing their adoption, and the likelihood of successful integration into recruitment and selection processes. Despite the increasing adoption of AI in HR, a significant gap persists in the literature concerning the current knowledge, perceptions, and utilization of AI-based tools in recruitment among HR professionals and recruiters. Although the benefits of AI implementation have been extensively documented [9; 10; 11; 12; 13], the extent to which HR managers are aware of these advantages and their willingness to integrate AI into their practices remains unclear [11]. In response to this gap, the present research had two primary objectives. First, it aimed to explore recruiters' perceptions of AI by identifying the advantages and disadvantages they associate with its use, as well as their intention to adopt AI tools in recruitment processes.