<p>The purpose of this empirical study is to examine the relationships between job applicants’ perceived privacy (JAPP) and artificial intelligence (AI)-enabled applicant screening (AAS); job applicants’ perceived ethics (JAPE) and AAS; job applicants’ perceived fairness (JAPF) and AAS; job applicants’ perceived justice (JAPJ) and AAS; and job applicants’ perceived trust (JAPT) and AAS, based on statistical discrimination theory, as perceived by Bangladeshi job applicants. The study is based on 433 responses from Bangladeshi job applicants, selected through purposive sampling, a non-probability sampling technique. A variance-based partial least squares structural equation modeling (PLS-SEM) was adopted (through SmartPLS 4.1.0.3) to assess the structural and measurement models. Four independent constructs (JAPE, JAPF, JAPJ, and JAPT) were found to have significant positive relationships with the dependent construct, AAS. However, JAPP was found to have an insignificant relationship with AAS. Although there are a sufficient number of papers in academia focusing on the use of AI in the recruitment and selection process, particularly little evidence has been identified regarding how job applicants perceive this use of AI in the screening process from the viewpoints of privacy, ethics, fairness, justice, and trust. This study can help expand the existing knowledge base by addressing this gap. Thus, academia can be enriched through this empirical study. On the other hand, employers can gain several practical insights to develop a solid and transparent applicant screening and selection policy.</p>