A study of Artificial Intelligence on Recruitment Processes:

Effects on Employers and Job Seekers

Mital Pipaliya
Contact no.: 8866402707.
Email: pipaliyamital393@gmail.com
P.hd Scholar (Human resource
Development, VNSGU )

Dr. Bhavesh Vanpariya

Contact no:7777995599
Email : bhaveshmba@gmail.com
Assistant Professor
Department of Human resource development
(VNSGU)

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 Abstract:
The purpose of this paper was to examine artificial intelligence (AI) in various fields and the
effects that the recruitment industry is experiencing as a result of this technology's growing
influence. This study looked at how AI is affecting both employers and job seekers, particularly
in the early stages of the hiring process. Although artificial intelligence (AI) has not yet gained
widespread recognition in academic research, it is currently being utilized in recruitment
processes, despite experts recognizing it as a “game-changing” technology for HR.
Objective of the study
To discover how artificial intelligence is used currently in recruiting process.
To understand the significance of artificial intelligence in recruitment
Methodology of the Study:
This is a conceptual paper developed based on reviews from literature of recent years. The
literature supports understanding the concept of Artificial Intelligence and its flow in
recruitment strategy. Secondary sources such as Websites, Journals, Reports, Publications of
professionals, and books are referred for writing the entire paper.
Review of literature:
1. Hemalatha, A., Kumari, P.B., Nawaz, N., & Gajenderan, V. (2021) The study aims to
provide insights into AI development and impact, as well as funding policies. The findings of
the study suggest that AI is growing and becoming more collaborative, diverse, and
challenging. The diminish in self-references indicates that AI is becoming more open-minded
and widely shared. The study found influential papers, researchers, and institutions that have
significantly contributed to the field. Additionally, the study explores the evolution and
interconnection patterns of AI topics over time. The findings highlight AI's ongoing growth
and impact in the 21st century and provide valuable insights for researchers, institutions, and
governments.
2. Vedapradha, R., Hariharan, R., & Shivakami, R. (2019) This paper examines how
artificial intelligence (AI) is used in recruitment and how it affects employee performance. The
study used multiple linear regression analysis to investigate the adaptability of AI in
recruitment and its impact on overall worker performance. The paper provides an overview of
various AI-based recruitment tools that automate tasks such as resume screening, employee
engagement, and interview digitization. These tools use machine learning and predictive
statistics analysis to predict accurately and facilitate intelligent hiring decisions. The research
shows that AI-based recruitment has a significant association with employee performance, with
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 productivity being the most influential variable. The paper suggests that AI can be applied to
different industry processes to enhance efficiency and reliability, and it can be explored in
service industries such as banks, e-commerce, and hospitality.
3. Wright, J., & Atkinson, D. (2019) This paper explores the impact of artificial intelligence
(AI) on the recruitment process, focusing on its influence on the initial stages of the process. It
uses an integrative literature review and semi structured interviews with nine experts to assess
the potential impact of AI on recruitment. The paper suggests a new recruitment process that
integrates structural and technological changes while enabling HR teams to understand better
and manage the impact of AI on recruitment.
4. Nawaz, N., & Gomes, A. M. (2019). The purpose of study was to evaluate the impact of
artificial intelligence on the hiring process. The writer investigates how chatbots can provide
service delivery to encourage employee involvement in the hiring process. The objective of the
study is to determine how chatboats affect the hiring process as a whole. As researchers
conclude artificial intelligence do the help to HR professionals in any field of recruitment. But
there are still a need to do more research.
5. Mehrotra, S., & Khanna, A. (2022). Artificial intelligence (AI) is being used very
pervasively with the ever-evolving and competitive business world and has become the 21st-
century buzzword. Countless innovations in technology have pushed businesses to make their
value-creation processes more effective and customer-friendly. Digitization has played a
significant role in reshaping the different human resource functions and processes. This study
aims to elucidate the acceptance of automation in human resource management by employers
and the degree to which recruiters can use AI to hire people. The study incorporates a thematic
analysis approach, and the data is collected from primary sources by conducting semi-
structured interviews with four experts working in IT organizations. This research would be
useful for recruiters and HR managers to consider the fields of AI implementation and
management to take advantage of cost-cutting technical developments.
6. Nawaz, N. (2020) Facial recognition plays a crucial role in the hiring process, allowing HR
management to learn more about employees. AI, a growing innovation, is revolutionizing HR
management by creating millions of jobs and simplifying the recruitment process. AI uses
human knowledge to improve efficiency and productivity in various fields, including aviation,
software engineering, construction, accounting, and more. It is used in human resources
activities such as salary management, payroll, and performance appraisal. The diversity of Big
Data and the expansion of the Internet of Things (IoT) make it an ideal domain for new AI
applications.AI and machine learning drive innovation through their activities, improving
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 human efficiency and enabling new program activities. AI also improves an organization's
expert system.
7. van Esch, P., Black, J. S., & Arli, D. (2021) The study highlights the importance of
understanding candidate reactions to AI use in recruitment and the need for HR managers to
consider these perspectives when implementing AI enabled systems. It suggests that anxiety
mediates the relationship between organizational attractiveness and candidates' intent to
complete the application process, while trust and anxiety also play a role. This is crucial for
effective recruitment management in the growing use of AI technology.
8. Drage, E., & Mackereth, K. (2022). In this paper, Researcher analyse two key claims
offered by recruitment AI companies in relation to the development and deployment of AI-
powered HR tools: recruitment AI can objectively assess candidates by removing gender and
race from their systems, and this removal of gender and race will make recruitment fairer, help
customers attain their DEI goals, and lay the foundations for a truly meritocratic culture to
thrive within an organization. Second, the attempted outsourcing of “diversity work” to AI-
powered hiring tools may unintentionally entrench cultures of inequality and discrimination by
failing to address the systemic problems within organizations. Third, AI hiring tools`
supposedly neutral assessment of candidates' traits belies the power relationship between the
observer and the observed.
9. Gupta, A., & Mishra, M. (2022)The article titled “Ethical concerns when using artificial
intelligence in employee recruitment” addresses ethical issues related to the use of artificial
intelligence (AI) in the recruitment process. use. It emphasizes the importance of integrating
ethical values and ethical standards into AI technology. The article highlights the increasing
use of AI tools such as chatbots and facial recognition software by companies for their
recruitment needs. The main goal of the study was to identify the challenges and ethical
concerns companies face when integrating AI tools into their recruitment processes. The study
highlights two major unethical issues facing recruitment companies: data privacy and
unconscious bias. Gender biases and stereotypes can persist in AI technology due to the lack
of representation of women in the field. The article also provides a literature review on the use
of AI in recruitment and discusses various AI tools and applications. He concluded by
emphasizing AI's potential to improve recruitment processes but also emphasized the need to
address bias and ethical concerns.
10. Vasiljeva, T., Kreituss, I., & Lulle, I. (2021) The study reveals that attitudes towards
artificial intelligence (AI) vary across different industries and that organizations with AI
solutions have different attitudes compared to those without AI solutions. Key factors
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 influencing AI adoption include top management attitude, competition, and regulations. The
research used the technology organization-environment (TOE) framework to collect qualitative
and quantitative data. The findings contribute to understanding AI attitudes and provide
recommendations for successful adoption. The study also suggests that universities should
adapt their courses to include the latest business trends and promote collaboration between IT
and business departments. Effective knowledge management and collaboration are crucial for
successful digitalization.
11. Varshney, S., Jigyasu, R., Sharma, A., & Mathew, L. (2019, August). The document
"Review of various Artificial Intelligence Techniques and its applications" explores the
importance and applications of AI techniques in various industries. It introduces machine
learning, a class of algorithms that improves decision-making and informed actions. The
document explains supervised and unsupervised learning techniques, including classification
and regression algorithms, and their applications in fraud detection, sentiment analysis, and
disease control. It also discusses unsupervised learning, particularly in clustering problems,
and highlights the effectiveness of machine learning techniques over traditional methods. The
document also mentions the emerging use of deep learning techniques like Convolutional
Neural Networks.
12. Allal-Chérif, O., Aranega, A. Y., & Sánchez, R. C. (2021) The document explores the
acceptance criteria for AI in recruitment, highlighting its importance in finding the right talent
in the competitive job market. It identifies factors influencing acceptance, such as transparency,
complementary features of AI tools, and a sense of control. The research methodology involves
interviews with recruiters, managers, and applicants to understand their attitudes and
experiences with AI in recruitment. The findings suggest that transparency, trialability, and a
sense of control are crucial for trust and acceptance. The use of approval nodes, clear
summaries of AI decisions, and ranked options can enhance trust and adoption. Applicants,
however, show aversion to chatbots but are more likely to apply for AI-based jobs when they
understand its benefits.
13. Ore, O., & Sposato, M. (2022) The study "Opportunities and risks of artificial intelligence
in recruitment and selection" by Olajide Ore and Martin Sposato examines the perspectives of
recruitment professionals on AI adoption in recruitment and selection. The research, published
in the International Journal of Organizational Analysis, found that AI can automate tasks and
improve recruitment strategies, but also presents risks like fear and distrust among recruiters.
The study emphasizes the need for understanding recruiters' perspectives and the ethical
implications of AI adoption. It also suggests organizations should be cautious about relying
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 solely on AI and consider the risks of bias and discrimination in decision-making processes.
14 Horodyski, P. (2023)The document investigates the perceptions of recruiters towards AI-
based tools in the recruitment process. It highlights the lack of research on this topic and the
limited understanding of the motivations and factors influencing the use of AI in recruitment.
The study utilizes the Unified Theory of Acceptance and Use of Technology (UTAUT) to
examine recruiters' intentions to use AI, considering the frequency of AI use and education.
The findings suggest that behavioral intention to use AI is positively influenced by performance
expectancy, with the frequency of AI use moderating this effect. Gender, age, experience, and
education do not significantly impact recruiters' intentions. The major benefits identified are
efficiency gains, time savings, and automation, while the lack of human judgment is seen as
the main disadvantage of AI use in recruitment. The document also highlights the challenges
of biases in AI algorithms, ethical concerns, and legal constraints in AI-powered recruitment
tools. The role of organizational culture and resources in building AI capabilities is
emphasized. The paper concludes with practical implications, the need for further research, and
the potential of AI in transforming human resource management.
15. Nawaz, N. (2019). The paper is to examine the artificial intelligence (AI) on recruitment
effectiveness, the study made in CMMI (capability maturity model integration) software
companies of Bangalore, collected data through a structured questionnaire from 100 human
resource professionals. Around Bangalore, descriptive statistics and structural equation
modeling were used to test the hypothesis. The study found that using of artificial intelligence
in recruitment process selects right applicant for the talent pool of the organization
16. Manthena, S. (2021) Artificial intelligence (AI) is transforming the recruitment process in
organizations, with HR professionals focusing on enhancing human and automated work to do
a simple, logical, and automatic work environment. AI has improved the excellence of hiring
and reduced recruitment errors and can be applied in various functions to streamline processes
and improve organizational performance. To compete with AI, HR departments should re-
transfer their workforce to understand AI and its collaboration. This study critically investigates
the impact of AI on recruitment and its benefits, using primary data collected through a Google
form and secondary data from articles and reports. The primary data was gathered using a
Google form and using a preferred five-point scale questionnaire. Secondary data was also
gathered through papers and reports to identify some of the outcomes of the influence of AI on
recruitment. To evaluate the dependability of artificial intelligence based on recruitment with
performance indicating characteristics such as time and cost savings, accuracy, eliminates bias,

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 decreased workload, higher productivity, and candidate knowledge, a one-way ANOVA is
conducted. The relationship between artificial intelligence and recruiting is favourable.
17 Reddy, D.J., Regella, S., & Seelam, S.R. (2020) Recruitment follows some major steps
like attracting, selecting, and appointing appropriate candidates for that position. There is an
ever-increasing focus on functional recruitment. Every company invests a lot of money and
time in recruiting people to fill specific positions and wasting resources in searching for
potential candidates. The total investment becomes lost if the selected candidates do not join
the company after completing this entire process. The main aim of this research is to predict
joining efficient candidates before resume selection and total process is to be done in an
efficient way with minimal cost and minimal time. This prediction is based on some relevant
attributes of quantitative and qualitative aspects like age, gender, work experience, current
salary and salary hikes, etc., to predict the hiring candidates by applying various statistical
measures on feature selection and using various machine learning algorithms to build the
model. These results will help to predict the candidates who are joining in the end.
18. Mishra, R., Rodriguez, R.S., & Portillo, V. (2020). Following a few key stages like
recruiting, choosing, and hiring qualified people for that post is recruitment. The emphasis on
functional recruiting is rising steadily. Every organisation spends a significant amount of
money and time looking for applicants to fill certain roles and uses resources in the process. If
the chosen applicants do not join the firm after this entire procedure, the entire investment is
gone. The primary goal of this research is to foresee the hiring of effective candidates prior to
resume selection, and the entire process is to be completed in an effective manner with little
effort and expense. This forecast is based on certain pertinent quantitative and qualitative
factors, like age, gender, job history, present pay, wage increases, etc.
19. Pan, Y., Froese, F.J., Liu, N., Hu, Y., & Ye, M. (2021). Artificial intelligence (AI) has
been highlight as a powerful tool in human resource management (HRM), but little academic
research exists on the topic. The present study introduces the technology, organization, and
environment (TOE) model from information systems research and integrates it with the
transaction cost theory to better understand the facilitators and constraints of companies’ AI
adoption behavior during employee hiring. Survey results from 297 Chinese companies suggest
that companies’ perceived complexity toward AI constrains AI adoption, while technology
competence and regulatory support encourage AI adoption. Relative advantages of AI
technology, company size, and industry have no significant impact on AI usage. The findings
also suggest the moderating effects of transaction costs on the influential power of
technological complexity and organizations’ technology competence.
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 20 Lee, J.H., Kim, J.H., Kim, Y.H., Song, Y.M., & Gim, G. (2021) The controversy over
fairness and objectivity in the job market, due to hiring irregularities, has led to calls for
transparent and fair recruitment procedures. Advances in IT technology have led to the
emergence of a non-face-to-face “AI recruitment system” in which artificial intelligence (AI)
conducts interviews, instead of human interviews. As the introduction of the non-face-to-face
method is encouraged in the hiring process due to the COVID-19 virus pandemic, the number
of companies introducing AI recruitment systems is steadily increasing. In this study, the
factors affecting the intention of use of AI-based recruitment systems were analyzed by
utilizing TOE and TAM. As a result, it was shown that the reliability, security, suitability, new
technology, partiality, readiness, and legal and policy environment of the TOE affected the
intention of using the system. It was also identified to have a moderating effect of the number
of employees in the firm
21 Albassam, W.A. (2023). This study explores the potential benefits and challenges of AI in
recruitment, analyzing current strategies from academic and industry perspectives. It finds that
AI-based recruitment methods like resume screening, candidate matching, video interviews,
chatbots, predictive analytics, gamification, virtual reality assessments, and social media
screening offer efficiency, cost savings, and better hires. However, they also raise ethical and
legal concerns, such as algorithmic bias and discrimination. Further research is needed to
ensure these strategies are effective and unbiased
22 Mehrotra, S., & Khanna, A. (2022). AI is becoming pervasive in the business world. Its
use has led to more effective and customer-friendly value-creation processes. Digitization has
reshaped HR functions and processes. A study was conducted on the acceptance of automation
in HR and the use of AI for hiring. The research aims to help recruiters and HR managers take
advantage of cost cutting technical developments.
23 andey, S., & Bahukhandi, M. (2022). This paper explores the impact of artificial
intelligence (AI) on the recruiting industry, focusing on the first phases of the recruitment
process. It emphasizes the importance of professional employees in achieving organizational
targets and navigating the new technological revolution. The study highlights the need for
efficient data collection for decision-making.
24. G Anil Chandra Prasad (2021) The document discusses the use of artificial intelligence
(AI) in the recruitment process. It highlights the challenges of traditional recruitment methods
and how AI can overcome those challenges. The author emphasizes the importance of finding
the right candidate quickly and efficiently to save time and reduce costs. AI tools such as AI-
based data analysis and application tracking systems are mentioned as effective ways to screen
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 and analyze profiles. The document also explores the impact of modern technologies on
recruitment, including video-based interviews and the use of chatbots. Overall, the document
emphasizes the significance of AI in enhancing the efficiency and effectiveness of HR
professionals in recruiting suitable resources for organizations.
25. Sen, S., Kadam, S., & Ravi Kumar, V.V. (2023). AI-based recruitment and selection has
become a vital source of talent for organizations due to technological advancements. However,
only IT and ITeS sectors are extensively using AI in recruitment processes. This research aims
to understand the perceived value of AI platforms and identify novel themes in talent sourcing,
utilizing primary and secondary data from various business functional domains.
26. Chattopadhyay, P. (2020) This document discusses how the Fourth Industrial Revolution
is affecting business models and economic development. It emphasizes how AI and automation
technologies can improve our quality of life and product innovation, but also notes the risks
and challenges associated with their adoption. The article focuses on the use of AI technologies
in firms and human resource management, exploring the implications of intelligent automation
for HRM and identifying factors contributing to successful adoption. It also highlights the
strategic use of technology in firms, the alignment of IT with sustainability goals and business
objectives, and the need for comprehensive research on the acceptance and deployment of AI
in enterprises. Additionally, the document mentions the role of IT in supporting innovation,
operational efficiency, customer experiences, and relationships. Finally, the paper concludes
by acknowledging the importance of incorporating AI into business strategy and discussing
future research directions.
Artificial Intelligence
Introduction:
A notable development in technology Proliferation is artificial intelligence. The word "AI" is,
in fact, not limited to a single meaning; instead, it is defined and interpreted differently by
many fields. Artificial do work like humans. It’s a man made algorithm that is useful for their
easy of work
Recruitment:
In the area of modern technological economy, we are in the beginning stage of a fourth
industrial revolution which has quickly taken us into scientific developments such as
nanotechnology, robotics, machine, learning, algorithm, and artificial intelligence are all
graded up and almost acts as an extension of one another. The revolution of turning into the
digital era has led to a lack of understanding between machine power and manpower. Attracting

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 the most skilled candidates with job requirements is the responsibility of HR managers or
outsourcing companies.
The company and candidate can quickly find relevant jobs with the help of artificial
intelligence and machine learning. New recruitment technology will prioritize candidate
selection time over resume scrutiny.
History of Artificial Intelligence in Human Resource Management:
1. Recognition of HRM as a strategic trend: HRM has become increasingly important
within organizations due to economic, political, social, and technological transformations .
2. Integration of HRM and business strategies: The integration of HRM strategies at
the organizational decision-making level has become crucial for effective decision-making. AI
serves as a supportive system, enhancing the effectiveness of HRM .
3. Research interest in AI applied to HRM: From 2000 to 2010, there was a gradual
growth in research interest in AI, which aligns with the overall growth of AI research in
different fields.
4. Application of AI in HRM topics: The distribution of AI application in HRM topics
varied. The most prominent areas were HR management, team estimation, recruitment, and
selection.
5. Reduction period: From 2011 to 2017, there was a decline in interest in researching
AI applied to HRM.
6. Period of growth: Starting in 2018, there was a sudden increase in interest in
researching AI applied to HRM, with 21.8% of the total research publications occurring during
this period.
7. Focus on recruitment and selection: In the period of growth, the majority of
research focused on the application of AI in recruitment and selection processes, emphasizing
the attraction and choice of workers as a support system for companies.
8. Dispersed behavior: The research on AI in HRM exhibited dispersed behavior, with
variations in motivations, objectives, methods, AI techniques, and HR applications.
9. Need for future studies: The study highlights the importance of evaluating existing
research and calls for future studies to further explore the contributions of AI applied to HRM
Artificial Intelligence is used by HR in Eight ways during recruiting:
1. Screening Candidate:
As a way to assist recruiters in rapidly sifting candidates and finding top candidates, AI is
mostly used in application screening. candidate screening is one of the time-consuming hiring

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 phases. Using AI technologies at this point may significantly reduce the time it takes to acquire
new employees and enhance several recruitment metrics.
2. Employee Engagement:
Many job seekers use various job websites to apply for jobs but often receive little to no
response. However, with the aid of artificial intelligence tools, the application process can be
automated using email or messaging systems. These automated communications can maintain
contact with the candidate and potentially lead to a quicker response.
3. Re-Engagement:
Application tracking systems often end with the closing of a job opening takes place. Using
artificial intelligence tools, it will assess the candidate's qualifications and level of interest in
the position. AI tool also uses engagement opportunities to keep updated records of candidates
if the approach for a new position or promotion.
4.PostOfficer Acceptance:
once the candidate has completed the application process and further procedures, he or she will
be asked for acceptance. once they have given their acceptance, a gray area exits and it happens
usually two weeks before they join to work at the organization they prefer.
5.New Hire On boarding:
An orientation program is called a new hire onboarding system.it is an effective process for
new hires as it introduces policies, procedures, and cultures of organization. The whole process
can be done by Artificial tools to the candidates and also it help new hires with information
and resources that lead to existing programs.
6. Carrer development:
Employees always need to be motivated with training and professional career guidance but it
is not possible to be done by a supervisor or manager continuously which is highly impossible.
However, the solution is an AI tool that can continuously guide such programs and coach
individually per the organizational requirements.
7. Scheduling:
Coordinating and communicating for meetings and interviews is very boarding and
monotonous work and it leads to unproductive work. To skip out from routine work we can
use AI tools it book times and schedules, and even place orders for food without having to do
a single thing.

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 Artificial Intelligence Applications:
The Internet of Things (IoT), big data analysis, cloud computing, and the recently
introduced AI have all transformed recruitment and other HR procedures in the digital world
of Industry 4.0. Software and/or hardware systems that can think like humans and make wise
judgments based on facts are considered applications of artificial intelligence. Several AI-
enabled applications, such as those for problem-solving and speech and facial recognition, are
now used by organizations, but HRM is still in the early phases of adoption. AI alters the
employer-applicant connection from the beginning. AI tools like Chatbot give job seekers an
innovative and improved employer experience. Further AI-infused technologies can also
automate the candidate evaluation process, interview scheduling, reference checking, and
presenting job offers to the selected individuals. Here, the researchers list some of the Indian
companies uses AI tools for Recruitment :
Popular MNC’s such as Infosys, IBM, EY, Accenture, Deloitte, Unilever, L’Oréal,
Capgemini, Amazon, Bajaj Allianz, Tech Mahindra, Mindtree, and LinkedIn, and HR start-ups
such as HireVue, Para.ai, Pymetric, Hiretual, Darwinbox, and Dockabl have been using various
AI-powered tools for recruitment including intelligent ATS, RPA, recruiter chatbots, and
digitized interviews.
Future impact of AI using in recruitment for this companies
AI has a significant impact on recruitment and talent acquisition in various companies.
It states that popular multinational companies such as Infosys, IBM, EY, Accenture, Deloitte,
Unilever, L’Oréal, Capgemini, Amazon, Bajaj Allianz, Tech Mahindra, Mindtree, and
LinkedIn, as well as HR start-ups such as HireVue, Para.ai, Pymetric, Hiretual, Darwinbox,
and Dockabl, are using various AI-powered tools for recruitment, including intelligent
applicant tracking systems (ATS), robotic process automation (RPA), recruiter chatbots, and
digitized interviews . AI in recruitment can be adopted in various sectors
the future relevance of AI in recruitment is expected to increase as organizations move
towards complete digital transformation . Participants in the study believe that AI has the
potential to be used for verifying the authenticity of job candidates and improving behavioral
and psychometric assessments.
Overall, the document suggests that AI will continue to impact recruitment in the future
by streamlining processes, improving candidate experience, and enhancing talent acquisition
strategies .

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