Artificial Intelligence In Talent Acquisition, Do we Trust It?

2021 ◽  
Vol 12 (1) ◽  
Author(s):  
Bilal Hmoud ◽  
László Várallyai
Keyword(s):  
Artificial Intelligence ◽  
Talent Acquisition

Artificial Intelligence Inroads Into HR

2022 ◽  
pp. 231-246
Author(s):  
Swati Bansal ◽  
Monica Agarwal ◽  
Deepak Bansal ◽  
Santhi Narayanan
Keyword(s):  
Artificial Intelligence ◽  
Decision Making ◽  
Human Resources ◽  
Generation Y ◽  
Industry 4.0 ◽  
Career Aspirations ◽  
Work Life ◽  
Human Decision ◽  
The Right ◽  
Talent Acquisition

Artificial intelligence is already here in all facets of work life. Its integration into human resources is a necessary process which has far-reaching benefits. It may have its challenges, but to survive in the current Industry 4.0 environment and prepare for the future Industry 5.0, organisations must penetrate AI into their HR systems. AI can benefit all the functions of HR, starting right from talent acquisition to onboarding and till off-boarding. The importance further increases, keeping in mind the needs and career aspirations of Generation Y and Z entering the workforce. Though employees have apprehensions of privacy and loss of jobs if implemented effectively, AI is the present and future. AI will not make people lose jobs; instead, it would require the HR people to upgrade their skills and spend their time in more strategic roles. In the end, it is the HR who will make the final decisions from the information that they get from the AI tools. A proper mix of human decision-making skills and AI would give organisations the right direction to move forward.

scholarly journals Does Artificial Intelligence (AI) Enabled Recruitment Improve Employer Branding?

2022 ◽  
Vol 17 (2) ◽  
pp. 45
Author(s):  
Giulia Baratelli ◽  
Elanor Colleoni
Keyword(s):  
Artificial Intelligence ◽  
Structural Equation Modeling ◽  
Random Sample ◽  
Structural Equation ◽  
Positive Relationship ◽  
Equation Modeling ◽  
Employer Branding ◽  
Recruitment Process ◽  
Talent Acquisition ◽  
Employer Attractiveness

Extant research over the last decades has stressed how artificial intelligence (AI) can be used to boost the recruitment process and to attract the best talents. Although AI is increasingly used for talent acquisition, with 36% of hiring processes expected to have a pre-screen through AI (Oracle, 2019) in the next two years, we have limited knowledge of how AI shapes talents’ perceptions about the organisation to which they are applying to. The goal of this research is to investigate if and how the usage of AI in the recruitment process improves employer attractiveness and employer branding in the eyes of the applicants. To investigate this issue a survey has been conducted on a random sample of individuals composed of 50% females and 50% males. To examine the survey’s result a structural equation modeling (SEM) has been applied. Results showed a positive relationship between EB and AI and more in particular that AI-enabled tools are perceived in a positive way by potential candidates. Thus, according to this study, AI is significantly related to Employer branding and therefore it contributes to improving talent attraction.

Swift and efficient

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Artificial Intelligence ◽  
Human Resource ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Considerable Potential ◽  
Novel Technologies ◽  
Pertinent Information ◽  
Talent Acquisition

Purpose Novel technologies like artificial intelligence have considerable potential to enhance the speed and efficiency of human resource functions like talent acquisition. Employees can become accustomed to the system through appropriate training that can also emphasize its benefits and help increase acceptance as a result. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Novel technologies like artificial intelligence have considerable potential to enhance the speed and efficiency of human resource functions like talent acquisition. Employees can become accustomed to the system through appropriate training that can also emphasize its benefits and help increase acceptance as a result. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Automation in Recruitment: A New Frontier

2018 ◽  
Vol 8 (2) ◽  
pp. 118-125 ◽  
Author(s):  
Pooja Gupta ◽  
Semila F. Fernandes ◽  
Manish Jain
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Workforce Planning ◽  
Process Automation ◽  
Recruitment Process ◽  
Innovative Methods ◽  
New Frontier ◽  
Talent Acquisition

The case is about the urge for improving the processes and utilizing technologies available in market for Human Resource Management Services especially in recruitment. The dilemma in the case is whether the company should opt for automation or not. And if the company is adopting automation to support workforce planning and recruitment functions, is the company ready for the same. The HR industry at large is aware of the challenges faced by the recruitment teams in terms of the various hiring functions involving sales engine, sourcing, interviewing, providing offers, post offer follow-ups and finally joining and induction. To address this challenge, the case touches on instituting a culture change by embracing technology into divisions which are not yet open to adopting innovative methods. The company is looking at incorporating Artificial Intelligence in its various processes. It is also looking at Robot Process Automation to perform standard HR functions in the recruitment process. The company must decide whether to implement automation and if it does, how it should be executed. The case also debates on whether technology would increase the effectiveness of talent acquisition function and bring a change in the administrative HR image or would this automation-led hiring take away the control from the company human resources?

scholarly journals Artificial Intelligence a Revolution for HR in Talent Management in IT Sector

2020 ◽  
Vol 9 (4S) ◽  
pp. 163-171
Keyword(s):  
Artificial Intelligence ◽  
Performance Management ◽  
Work Force ◽  
Talent Management ◽  
Employee Motivation ◽  
Human Beings ◽  
Work Related ◽  
Related Stress ◽  
Talent Acquisition ◽  
Management Career

This research paper is based on the idea that artificial intelligence can do wonders for the HR sector of the company in terms of Talent Management. People tend to have a wrong notion of artificial intelligence being a threat to human beings in terms of jobs. This is not true as it is mankind who has created machines and not vice versa. This research will help clear out the fear in people’s mind in terms of artificial intelligence and would prove that artificial intelligence is such a revolution for human being and when handled properly, can prove to be a boon for HRM. In today’s world most of the IT companies are multinational, fully automated and undergo constant technology change and the work force is of distinct cultures and diverse mindsets. It becomes difficult for the HR Manager to cope up with so much change and go for effective Talent Management. Through artificial intelligence HR Manager can have help in developing effective Talent Management in terms of Talent Acquisition, Performance Management, Career Development and Retention of employees and this in turn would lead to employee satisfaction and employee motivation which is critical in the IT sector. The IT sector workers undergo so much work-related stress that it is the need of the hour that their morale should be always boosted. This can be achieved when artificial intelligence joins hands with HR.

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