A STUDY TO KNOW THE RISK OF AI IN HRM AND ITS IMPACT ON THE RECRUITMENT PROCESS
Authors:
Sneha Nair, PGDMG9, HR Specialization, Universal Business School, Karjat, Raigad, Maharashtra, 410201.
Email address sneha.nair@ubs.org.in
Farzana S, PGDMG9, Finance Specialization, Universal Business School, Karjat, Raigad, Maharashtra, 410201.
Email address: farzana.s@ubs.org.in
Priti Thorbole, PGDMG9, Finance Specialization, Universal Business School, Karjat, Raigad, Maharashtra, 410201.
Email address: priti.thorbole@ubs.org.in
Awnish Choudhary, PGDMBDI3, Marketing Specialization, Universal Business School, Karjat, Raigad, Maharashtra, 410201.
Email address: awnish.choudhary@ubs.org.in
Corresponding author: Dr. Ansari Sarwar Alam
Abstract:
Artificial intelligence is the study of how to create machines with the ability to think for themselves. It was believed that only human intelligence and social experience could deliver the results that machines are now increasingly capable of producing. The purpose of this research is to examine how artificial intelligence (AI) has been included into the recruitment procedures used by human resources management (HRM). Academic papers, magazine articles, and highly regarded websites with linked fields were all examined as part of a systematic review. The results of this study should help people in general to grasp how AI is affecting the hiring process in HRM. It was impossible to follow and discuss every aspect of the subject. Yet, given that it includes a sizable number of publications that are pertinent to the primary subject area, the research approach employed appears to be appropriate and acceptable. The facts and results almost made it obvious that adopting AI is advantageous in the recruitment sector as technology can best help this sector. Moreover, time, effort, and tedious daily duties are being digitised, freeing up human attention for more crucial issues related to improving performance and development. It would be possible for systems to function similarly to the human brain in terms of data analysis and the capacity to build an effective systematic engagement to process the data in a fair, efficient, and quick manner if they acquired automation, cognitive insights, and cognitive engagement during the recruitment process.
Keywords:
Artificial intelligence, Recruitment
