Digitalization’s Enhancement in HR Practices: The Impact of Incorporating AI in the Process of Recruitment and Selection

Elsie Yi An Zhang

doi:10.54254/2754-1169/120/20242377

Research Article

Open access

Published on 25 October 2024

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Zhang,E.Y.A. (2024). Digitalization’s Enhancement in HR Practices: The Impact of Incorporating AI in the Process of Recruitment and Selection. Advances in Economics, Management and Political Sciences,120,41-47.

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Digitalization’s Enhancement in HR Practices: The Impact of Incorporating AI in the Process of Recruitment and Selection

Elsie Yi An Zhang *^,1,

¹ University of Sydney

* Author to whom correspondence should be addressed.

https://doi.org/10.54254/2754-1169/120/20242377

Abstract

Many organizations’ desires to attract the most value-adding talent has pushed their increased adoption of artificial intelligence in the processes of recruitment and selection. As AI can be generated into tools to conduct an analysis of applicants and provide an overview, it reduces the recruiter’s time allocation on administrative tasks to focus on making more advanced decisions to execute the business’s desired strategic directions and developments. This paper mainly examines the impact of AI in the talent acquisition processes on the three aspects of practical, ethical, and strategic impacts. The practical approach can improve the efficiency in recruitment and selection to find the best-fit candidate through AI algorithms for certain roles. The ethical approach of AI can ensure a fair talent acquisition process that reduces bias and discrimination to support final decision-making. The strategic approach allows organizations to use AI in conducting recruitment and selection practices with considerations on the future growth of the business, prospecting the required talents to achieve such growth. The attraction of using AI in the hiring process can lead to a more digitalized and trendy employer branding, making organizations appeal and expand to innovative pools of candidates. However, there are downsides to all approaches, including the lack of human involvement, the risks of data security and breaches, and the consistency of employer branding in utilizing AI technology. In exploring the benefits and limitations of AI’s impact on talent acquisition, there should be a more structured approach to unleashing this technology in the HR practice.

Keywords

Artificial Intelligence, recruitment and selection, human resource practices, talent acquisition

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Volume title: Proceedings of the 8th International Conference on Economic Management and Green Development

Conference website: https://2024.icemgd.org/

ISBN：978-1-83558-663-1(Print) / 978-1-83558-664-8(Online)

Conference date: 26 September 2024

Editor：Lukáš Vartiak

Series: Advances in Economics, Management and Political Sciences

Volume number: Vol.120

ISSN：2754-1169(Print) / 2754-1177(Online)

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