Artificial Intelligence in Talent Acquisition: A Paradigm Shift in HRM Practices

Abstract

The birth of artificial intelligence was between 1950-1956 but AI in HRM practices was used first in the 2000s. This rapid advancement of AI has significantly transformed Human Resource Management Practices. AI-based systems currently help HR automate a large segment of repetitive tasks in processes such as talent screening, hiring, engaging, re-engaging, employee relations, onboarding, etc, which used to be a long and hectic task before the introduction of automated tools. Nevertheless, these automated practices raise ethical concerns about bias, transparency, and how AI may undermine human judgment. The focus of this paper is to discuss and analyze the present scenario of AI in the field of HR. It has suggested that AI has the potential to optimize HRM practices leading to higher efficiency and cost-cutting, while also exposing several other challenges and risks such as data privacy and security, job disarticulation, and diminished autonomy for employees. By doing a real-world experiment on a normal and ATS-friendly resume and reviewing case studies such as an ATS rejecting a company’s own manager, this research investigates the balance between AI efficiency and human judgment.

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