Artificial Intelligence Contribution to Recruitment and Selection

Purpose The purpose of this study is to contribute to the knowledge on the opportunities and risks in the use of artificial intelligence (AI) in recruitment and selection by exploring the perspectives of recruitment professionals in a multicultural multinational organisation. Design/methodology/approach A qualitative approach was used in this exploratory study. Face-to-face, semi-structured in-depth interviews were conducted with ten professional recruiters who worked for a multinational corporation. Findings The findings revealed that AI facilitates the effective performance of routine tasks through automation. However, the adoption of AI technology in recruitment and selection is also fraught with risks that engender fear and distrust among recruiters. The effective adoption of AI can improve recruitment strategies. However, cynicism exists because of the fears of job losses to automation, even though the participants thought that their jobs would continue to exist because recruiters should always be humans. Originality/value This paper provides a unique exploration of the opportunities and risks in the adoption of AI for the recruitment and selection function in human resource management. The benefits are the delegation of routine tasks to AI and the confirmation of the crucial role of professional recruiters.

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AI-Enabled E-Recruitment Services Make Job Searching, Application Submission, and Employee Selection More Interactive

Information Resources Management Journal ◽

10.4018/irmj.2021100103 ◽

2021 ◽

Vol 34 (4) ◽

pp. 48-68

Author(s):

Xuhui Wang ◽

Md Jamirul Haque ◽

Wenjing Li ◽

Asad Hassan Butt ◽

Hassan Ahmad ◽

...

Keyword(s):

Artificial Intelligence ◽

Employee Selection ◽

Job Applicants ◽

Personnel Recruitment ◽

Novel Approach ◽

Job Application ◽

The Individual ◽

Recruitment And Selection ◽

Job Searching

Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so improves the size and quality of the pool from which to recruit personnel.

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Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process

Journal of Computational and Theoretical Nanoscience ◽

10.1166/jctn.2020.9086 ◽

2020 ◽

Vol 17 (9) ◽

pp. 4404-4407

Author(s):

P. V. Raveendra ◽

Y. M. Satish ◽

Padmalini Singh

Keyword(s):

Artificial Intelligence ◽

Selection Process ◽

Potential Solution ◽

Review Of Literature ◽

Unconscious Bias ◽

The Unconscious ◽

The Past ◽

Recruitment And Selection ◽

The Impact

An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.

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Can I show my skills? Affective responses to artificial intelligence in the recruitment process

Review of Managerial Science ◽

10.1007/s11846-021-00514-4 ◽

2022 ◽

Author(s):

Alina Köchling ◽

Marius Claus Wehner ◽

Josephine Warkocz

Keyword(s):

Artificial Intelligence ◽

Adverse Reactions ◽

Selection Process ◽

Affective Response ◽

Affective Responses ◽

Organizational Attractiveness ◽

Recruitment Process ◽

Selection Processes ◽

Recruitment And Selection ◽

Video Interview

AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

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Impact of Artificial Intelligence on Recruitment and Selection of Information Technology Companies

2021 International Conference on Artificial Intelligence and Smart Systems (ICAIS) ◽

10.1109/icais50930.2021.9396036 ◽

2021 ◽

Author(s):

A. Hemalatha ◽

P.Barani Kumari ◽

Nishad Nawaz ◽

Vijayakumar Gajenderan

Keyword(s):

Artificial Intelligence ◽

Information Technology ◽

Recruitment And Selection ◽

Information Technology Companies ◽

Selection Of

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Evolving uses of artificial intelligence in human resource management in emerging economies in the global South: some preliminary evidence

Management Research Review ◽

10.1108/mrr-03-2020-0168 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Nir Kshetri

Keyword(s):

Artificial Intelligence ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Positive Impact ◽

Global South ◽

Preliminary Evidence ◽

Scientific Basis ◽

Content Type ◽

Recruitment And Selection

Purpose The purpose of this paper is to examine the use of artificial intelligence (AI) in human resource management (HRM) in the Global South. Design/methodology/approach Multiple case studies of AI tools used in HRM in these countries in recruiting and selecting as well as developing, retaining and productively utilizing employees have been used. Findings With AI deployment in HRM, organizations can enhance efficiency in recruitment and selection and gain access to a larger recruitment pool. With AI deployment in HRM, subjective criteria such as nepotism and favoritism are less likely to come into play in recruitment and selection of employees. AI deployment in HRM also has a potentially positive impact on the development, retainment and productive utilization of employees. Research limitations/implications AI is an evolving technology. Most HRM apps have not gained enough machine learning capabilities with real-world experience. Some of them lack a scientific basis. AI in HRM thus currently affects only a tiny proportion of the population in the GS. Practical implications The paper explores the roles of AI in expanding recruitment pools. It also advances our understanding of how AI-based HIRM tools can help reduce biases in selecting candidates, which is especially important in the Global South. It also delves into various mechanisms by which AI helps in the development, retainment and productive utilization of employees. Originality/value We provide details of various mechanisms by which AI brings input and output efficiencies in recruitment and selection in these countries.

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