Organizations increasingly integrate artificial intelligence (AI) into their selection procedures, for example, to analyze selection interviews. However, prior research indicates that applicants react negatively to an AI as decision agent in selection interviews. Only few studies have addressed possible mechanisms to mitigate negative effects of AI usage on applicant reactions, calling for increased research attention. The present experimental study (N=180) is among the first to test whether AI certification has the potential to positively influence people’s fairness perceptions of AI usage. Consistent with previous research, our results show that people are less attracted to an organization that conducts AI-based (compared to human-based) selection interviews, partially due to lower procedural fairness perceptions. With regards to AI certification, we highlight the crucial role of the certification label’s perceived trustworthiness in shaping applicants’ procedural fairness perceptions and organizational attraction. Future research should investigate factors that enhance the trustworthiness of an AI certification label
