Perspectives of Human Resources Professionals on AI’s Role and Impact in the Recruiting Process

Kozhemiakina, Svitlana та Lutay, L. та Oklander, T. та Zhus, O. та Serohina, N. та Marukhlenko, Oksana (2024) Perspectives of Human Resources Professionals on AI’s Role and Impact in the Recruiting Process In: AI in Business: Opportunities and Limitations. Springer Nature Switzerland AG, Switzerland, с. 379-389. ISBN 978-3-031-48478-0

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Анотація

In today’s highly competitive job market, it may be difficult for businessesto find and hire qualified candidates. The talent acquisition team, like any other, must constantly weigh the benefits of quantity above quality. This makes it difficult for businesses to fill open positions with qualified people and to keep the costs associated with recruiting constant. Human resources workers also have to deal with the stress and time commitment of doing a variety of tasks every day. The rise of the digital age has made the incorporation of technology into routine business procedures a must. With a global shortage of skilled workers and rising competition for top talent, businesses that fail to keep up with technology advances risk failing to recruit and retain top employees. Luckily, these problems may sometimes be solved by introducing new technological systems into the company. Technology adoption across the HR value chain is assisting businesses with pre- and postemployee engagement, applicant selection, recruitment process customization, and automation of HR professional’s daily responsibilities, etc. With the advent of new business models and the digital era, competition for talent has intensified, making it imperative for organizations to use cutting-edge HR solutions such as artificial intelligence (AI) and cloud-based technologies. Minsky [1] Artificial intellect: A Foundation for a New Discipline (1968) defines AI as “the scientific study of designing machines to perform tasks that would normally require a high level of intelligence in a human.” The field of computer science that includes artificial intelligence is often cited as one of the top three technological advancements of our time. It draws from several fields, including computer science, biology, psychology, linguistics, and manymore besides. Due to its ability to learn on its own, artificial intelligence is increasingly able to take on and successfully complete human-like activities. These aspects of AI are very useful in fields like healthcare, education, infrastructure, finance, etc. Neural networks, machine learning, predictive analytics, deep learning, etc. are all included under one umbrella term. One or more of these words may be implemented to accomplish the desired operational aim of the company enterprise. All of these branches of AI are presently being employed in the telecom business, the performance of high-tech behaviors, etc., where activities requiring intelligence and analysis are to be carried out. Human resources (HR) operations may benefit greatly from the use of AI in modern businesses. As a result, HR processes including hiring, payroll, talent acquisition, policy access, and reporting may all be enhanced. Human resources experts agree that AI will have far-reaching effects on businesses and will enhance working conditions for all employees. According to Bhardwaj [2], in reality, only a tiny percentage of the applications an organization receives are even somewhat competitive. He continued by saying that AI helps HR schedule and coordinate new hire onboarding as well as scan, screen, and choose candidates. He concludes by speculating that AI may help businesses with both forecasting and meeting their future workforce demands. Ahmed [3] said that the days of manually sorting through hundreds of resumes and profiles on internet job boards to find the best candidates for open positions would soon be over, and that AI would replace such labor-intensive operations. He went on to discuss how AI lessens the HR manager’s burden while also boosting efficiency in the workplace. According to the yoh.com blog There is a plethora of candidates but they don’t have the appropriate credentials, and recruiters are losing the best ones to their competitors. Third, giving the interviewees a poor experience, Slow recruiting procedure and little internet presence 4. According to the findings of Dimple et al. [4], the automation of recruitment using AI apps in HRM is led by problem-solving and data-driven function control. Dessler [5] noted that using AI-based recruiting tools would make the process easier, despite the fact that AI will continue to replicate mistakes made in the past. According to Niehueser and Boak’s [6] research, AI increases productivity and efficiency. According to Sarah Fister Gale [7] HRD is crucial to an organization’s success and requires cutting-edge technology like AI to be competitive throughout the company’s life cycle. Moreover, the recruiter is a human being, which meansthey are subject to prejudice and error. To counteract this, we may use AI in the hiring process to establish objective standards and make better informed judgments about the applicants. The purpose of thisresearch isto get an understanding of how artificial intelligence is used in the recruitment process. Knowing the goals and difficulties of the recruiting process, as well as the general public’s view of artificial intelligence’s place in it, is essential.

Тип елементу :	Розділ підручника/навчального посібника
Ключові слова:	Perspectives of Human Resources Professionals on AI’s Role and Impact in the Recruiting Process
Типологія:	Статті у базах даних > Scopus
Підрозділи:	Факультет економіки та управління > Кафедра управління
Користувач, що депонує:	доцент Оксана В'ячеславівна Марухленко
Дата внесення:	28 Лист 2024 12:09
Останні зміни:	28 Лист 2024 12:09
URI:	https://elibrary.kubg.edu.ua/id/eprint/50402

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