IMPLEMENTATION OF AI-BASED TECHNOLOGIES FOR SCREENING POTENTIAL EMPLOYEES

Submitted to

Mahdi Zanganeh, Professor

ENG 250-Sec. 001: Report Writing in a Technical Environment
Centennial College
Progress Campus
Toronto, ON

December 18, 2022

By

In this final report, I acknowledge that any external research has been cited correctly, and that
I have followed the college's standards and requirements. In the event that I use uncited,
plagiarized information from any other source in my first section, my professor will not read
my assignment and I will receive a zero.
112 Coconut Road
Toronto, ON
M6E 2G7

December 18, 2022

Mahdi Zanganeh
Centennial College
941 Progress Avenue
Toronto, ON
M1K 5E9

Dear Professor Zanganeh:

This research aims to inform readers about the use of AI-based technologies for hiring
candidate screening. The paper provided insight into the human resource management
recruitment process, training and development practises, research methodology, and research
findings.

Strategic insight and AI-based technology open up new business opportunities and are
changing how human resources contribute to an organization's competitive advantage.
Because it aids in overcoming organisational difficulties, attracting and developing fresh
talent, enhancing employee experiences, offering analytical decision assistance, and
maximising the use of human resource budgets, AI-based technology is beneficial in human
resources.

I would want to take this opportunity to thank you Professor Zanganeh for all of your
assistance throughout this semester, both in the classroom and in providing feedback on my
assignments. In the future, I'll apply what you taught me in ENG 250.

I can be reached by phone at 647-555-5555 or by email at robin51@my.centennialcollege.ca

if there are any questions regarding this report.

Sincerely,

Kerrice Robinson
 Abstract

In AI recruiting, software powered by artificial intelligence is used throughout the

recruitment process (Marson, 2022). In addition to automating and streamlining the
recruitment process, these software tools give talent acquisition professionals and hiring
managers more time for human intervention in areas of talent acquisition that require manual
effort (Marson, 2022). Human resource functions now have a better position to drive strategic
advantage and support the workforce management relies on to accomplish their objectives
through some upskilling, ethical operating principles, and a healthy dose of technical
curiosity. Many firms have also experienced employee turnover, resulting in a loss of
resources, high-calibre employees, and knowledge sharing. To lower the cost of hiring and
boost productivity with better quality, artificial intelligence (AI) should be implemented into
human resources recruitment.
 Table of Contents
Abstract......................................................................................................................................2
Introduction................................................................................................................................4
Problem......................................................................................................................................4

Background...............................................................................................................................4

Purpose.......................................................................................................................................4

Scope..........................................................................................................................................4

Methodology..............................................................................................................................5
Effortless hiring and selection procedure...............................................................................5

Process for planning, training, and development..................................................................5

Method.......................................................................................................................................5

Results........................................................................................................................................6

Advantages and Disadvantages...............................................................................................6

Discussion..................................................................................................................................7
Conclusion..................................................................................................................................8
Recommendations......................................................................................................................9
References................................................................................................................................10
 Introduction

Problem: There has always been an issue with employee turnover in many
organizations, which results in a loss of resources, quality employees, costs,
and knowledge sharing. It is therefore necessary to emphasize that to reduce
the cost of recruitment and increase productivity with better quality, artificial
intelligence (AI) based technology should be incorporated into human
resource recruitment.

Background: Due to globalization, the globe is always becoming more technologically

dependent, meaning organizations must keep current in order to remain
competitive. Organizations are rapidly using artificial intelligence (AI)
technologies to streamline, accelerate, and improve the hiring and selection of
new employees. The management of human resources is more crucial than
ever, particularly with an emphasis on hiring new people who will add
expertise and knowledge to a firm. Several recruiting processes use AI-based
technology applications, including producing job adverts, reviewing resumes,
and using face recognition software to analyze video interviews. As a result, it
is crucial to think about and assess the potential effects of technology on
human resource management, particularly the hiring process.
Purpose: To assess how well human resource personnel are able to adapt to the use of
artificial intelligence (AI) in the recruitment process of candidates.
Implementing artificial intelligence (AI) based technologies to analyze
employee performance. In addition to examining how AI might be
incorporated into the current hiring process to make it more efficient, the study
also looks at the potential effects of using AI-based technology in hiring.

Scope:
 Methodology
This report's methodology includes a smooth recruitment and selection process,
planning for training and development, as well as processes for evaluating results, benefits,
and difficulties. It will provide a general overview of the methods and motivations used in the
research on applying AI-based technology to the selection of potential employees.
 
Effortless hiring and selection procedure

Traditional recruiting inadvertently impacts the objectivity and accuracy of interviews

by influencing applicants' words, deeds, and appearance in addition to their professional
qualities. It is important for organizations to consider the selection of people who are not
right for their organization, even if they use the most reliable and professional quality
evaluation model. There may be instances of recruiting failure. AI-based technology will not
only be used in the subject of human resources, but it will also demonstrate how dynamically
it affects human psychology and behaviour. To identify the most qualified personnel for the
organization and review candidates for quality evaluation processes, algorithms and
intelligent learning technologies can be used to evaluate candidates immediately and
impartially.
This assessment model is more accurate because of artificial intelligence and big data
research. AI-based technology can immediately search resumes and match candidates, not
just ignore prejudice, discrimination, and emotional constructs. Automation of resume
scanning and information extraction through AI-based technology simplifies information
extraction. Due to the fact that most job applications are evaluated manually by human
resource departments, AI-based candidate ranking systems can be an effective way for
recruiters to assess candidates.
 
 
Process for planning, training, and development

AI-based technology will be used to create training and development opportunities for
the workforce, which will help to improve their level of job satisfaction. Another innovative
approach to training and development made feasible by AI-based technology is the
production of individualised employee maps. Mentoring and coaching are two critical human
resource positions that are impossible to replace. For the purpose of giving staff members
ready access to coaching and mentoring opportunities, many types of mini-courses are
deployed. However, in order to assess certain sensitive issues including employee attitudes
and behaviour, human involvement is still necessary. To give staff members ready-made
access to possibilities for coaching and mentoring, many types of mini-courses are deployed.
However, there are still some sensitive issues with employee attitudes and behaviour

Method

Data gathered from internet web sources offer valuable justification for implementing
AI-based technologies for hiring screening. Additionally, a pilot test will be utilized to assess
the performance, timeline, cost, and risk of implementing AI-based technology for employee
screening.
 
Results

Hundreds of applicants used AI-based technological applications during the pre-

screening and pre-selection stages of the hiring process. AI-based technology relies on the job
descriptions provided by the organization and keeps an eye out for possible candidates. This
was done not only by including particular keywords but also by using the language and other
elements that the application submissions contained. Through social networking sites like
Indeed and LinkedIn, the professionals were pre-screened. Additionally, applications made
directly in response to a job advertisement were used for screening. Overall, the vast majority
of participants concurred that, with the AI-based technology being a promising new
technology, strategically implementing it has long-term potential.
 
Advantages and Disadvantages
 
The majority of participants felt that the reduction of administrative and regular
chores made possible by AI-based technology benefits recruiters. As a result, recruiters have
more time to focus on the best matches. Artificial intelligence (AI)-based technology is used
in recruiting, specifically to support recruiters during the evaluation, rating, and qualification
processes with the most likely job applicants directly through interviews. The majority of
participants would not care whether human or AI-based assistance was used in the
communication. Similarly to this, experts suggested that the recruiting process is expected to
speed up with the use of AI-based technologies, making the hiring process time-efficient. It
was also revealed that AI-based technology gave every job an equal chance.
 Discussion
AI-based technology and automation are having a substantial effect on facilities and
work that encourage the digitization of human resources, so it is imperative that human
resources are embraced with regard to the impact of AI-based technology and automation,
and human resource personnel’s must be prepared to support the digital transformation in
their facilities. To make sense of the impact of AI -based technology on human resources,
this study uses a mixed-method approach. Moreover, this study explains how AI-based
technology can enhance the assumption of transformation and improve the experience of a
new application.
Therefore, human resources must have fundamental information established on the
basis of computer services in order to address the challenge that large organisations are facing
and elevate their competence in providing significant information to management in order for
them to make informed decisions about their use of human resources. If organizations want
their human resources divisions to be more efficient, they must rely on AI-based technologies
to handle administrative chores. Due to this, the entire organization's labour structure has
been able to change to reflect the part information technology has played in business
management. It allows for competition between men and women for many roles, and because
gender equality is desired, this will put new pressure on human resources, allowing for the
tremendous integration of the feminist factor. The top 7 AI recruiting software is led by
HireVue. Another prospective tool for conducting online interviews is HireVue, which
enables interpretation and analysis of an applicant's body language, facial expressions, and
voice tone. After the prospects have been interviewed and compared with the most talented
workers in the firm using this programme, the best candidates are ultimately suggested to
recruiters. Organizations including PwC, Oracle, Vodafone, and Unilever use HireVue.
Because the AI function will have a variety of effects on employees, it is imperative to
emphasise their needs as well as any potential negative effects.
 Conclusion
Results from the study showed that AI-based technologies provided the most
advantages in terms of removing repetitive functions and accelerating quality; however, the
biggest problem was a lack of training and technical skills. Due to these restrictions, some
organisations are less likely to implement AI-based technologies for screening potential
employees because the system can produce unreliable results. It is predicted that AI will take
on administrative roles in the hiring process in addition to human resource management
efforts, which can influence factors such as job capability. Using AI-based technologies for
screening potential employees would improve the hiring process and provide a broader range
of options to organizations and applicants.
 Recommendations

Since artificial intelligence is transforming every part of life, it is advised that your
firm use this technology to assess potential employees and candidates. Organizations find the
current trend of AI recruitment software intriguing, which is useful in the present talent war.
When screening resumes, AI-based technology is unbiased and evaluates all candidates
equally. In comparison to people, this technology can help build fair processes and help
obtain high-quality, ideal results. Additionally, I suggest HireVue, which is the best hiring
software for 2022.
 References

Perara, A. (2022, October 8). Artificial Intelligence in HR: Using AI for identifying and

hiring suitable candidates. Businesstechweekly.com. Retrieved October 13, 2022,

from https://www.businesstechweekly.com/hr-and-recruitment/artificial-intelligence-

ai-for-hiring/

Farrelly, J. (2022, May 27). Top 5 HR Technology Trends to Expect in 2022. Electric.

Retrieved October 13, 2022, from https://www.electric.ai/blog/hr-technology-trends

What is AI Resume Screening and How Can it Benefit Your Enterprise? | Filtered Blog.

(n.d.). Retrieved October 13, 2022, from https://www.filtered.ai/blog/ai-resume-

screening-fd

Strazzulla, P., Sponenberg, T., Stein, P., & Justice, S. (n.d.). The Top 15 Best AI Recruiting

Tools - 2022. https://www.selectsoftwarereviews.com/buyer-guide/ai-recruiting

Chen, Z. (2022, September 28). Collaboration among recruiters and artificial intelligence:

removing human prejudices in employment. SpringerLink.

https://link.springer.com/article/10.1007/s10111-022-00716-0?

error=cookies_not_supported&code=a493750d-7205-41f6-a462-27ce8d1a65d9