Exploring the Impact of Artificial Intelligence on Recruitment and Selection Processes in Human Resource Management

Thesis Abstract

Abstract
This thesis investigates the influence of Artificial Intelligence (AI) on recruitment and selection processes within the field of Human Resource Management (HRM). The advent of AI technologies has revolutionized various industries, and HRM is no exception. The study aims to provide insights into how AI is transforming traditional recruitment and selection practices, the challenges and opportunities it presents, and its overall impact on HRM strategies. The research methodology involved a comprehensive literature review to explore existing knowledge on AI applications in HRM, followed by a qualitative research approach to gather primary data through interviews and surveys with HR professionals and AI experts. The findings reveal that AI has significantly altered recruitment and selection processes by enhancing efficiency, accuracy, and objectivity. However, concerns regarding bias, privacy, and ethical implications have also emerged. Chapter One introduces the research topic, provides the background of the study, states the problem statement, objectives, limitations, scope, significance, and outlines the structure of the thesis. Chapter Two presents a detailed review of the literature on AI in HRM, covering topics such as AI technologies, recruitment trends, selection methods, and the impact of AI on HR practices. Chapter Three delves into the research methodology, including research design, data collection methods, sampling techniques, and data analysis procedures. The study employed both qualitative and quantitative approaches to capture a comprehensive understanding of the subject matter. Chapter Four discusses the research findings, highlighting the key themes that emerged from the data analysis. The chapter explores the benefits and challenges associated with AI adoption in recruitment and selection processes, as well as the implications for HR professionals and organizations. Finally, Chapter Five presents the conclusion and summary of the thesis, emphasizing the implications of the research findings, recommendations for HR practitioners, and suggestions for future research directions in this evolving field. Overall, this study contributes to the growing body of knowledge on the impact of AI on HRM and provides valuable insights for organizations seeking to leverage AI technologies in their recruitment and selection practices.