This study examines the use of artificial intelligence (AI) in the recruiting process, analyzes recent research, and discusses the following key issues:
1. Reasons for Commercial Organizations to Adopt AI in the Recruiting Process
The rapid adoption of AI in the recruitment process by commercial organizations is mainly due to the fact that AI technology’s machine learning capability and automated data analysis have become the core functions, transforming the recruitment process into an automated technical operation. These AI applications, such as chatbots, automated communications, and application screening software, are now more commonly used, especially by large or technology-oriented innovative companies. These tools have been shown to increase efficiency and effectiveness by automating tedious and repetitive tasks, saving time and costs, and improving the quality of candidate selection. Although the effectiveness of AI in reducing recruitment bias has been debated, it is still considered an effective tool that can benefit both organizations and candidates.
2. Exploring Whether AI Can Eliminate Human Bias in the Recruitment Process
Whether or not the use of AI in the recruitment process can eliminate human bias is an important issue that is currently being debated in the academic community. Since AI is a data-driven technology that relies heavily on human input, there is a risk that human bias may affect the decisions of AI recruitment models. While bias is a problem in AI applications such as facial recognition and candidate ranking, advances in AI technology have led to the development of tools to minimize bias in AI models and promote the use of fair algorithms. Summarizing recent research, AI has the potential to reduce human bias in the recruiting process, thanks to the growth of big data and increased computing power.
3. Impact of AI Recruiting on the HR Manager’s Role
With advances in computing and information technology, AI is pushing its capabilities to new heights and has begun to take over some of the tedious and repetitive tasks, resulting in some job losses. Despite the divergent views on work automation, the role of HR managers is also changing as a result of the use of AI technology. AI tools are being used to screen applications, select candidates and automate data analysis, changing the role of the HR manager in the organization. While AI takes over many of the repetitive tasks, the HR manager’s role in the organization does not disappear, but rather shifts to one that is more focused on building candidate-employee relationships and employee well-being.
4. Prospects for AI in the Recruiting Process
The application of AI in the recruiting process is wide-ranging, but much remains to be accomplished. Research has shown that the use of AI in recruiting is not only beneficial to recruiters, but also facilitates candidates. The use of AI and machine learning is expected to increase as IT and computing power continue to advance and the cost of technology decreases.
Ref: https://www.jetir.org/papers/JETIR2107220.pdf
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