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Metamorphose Recruitment Process Through Artificial Intelligence

Metamorphose Recruitment Process Through Artificial Intelligence

Aditi Vijaysingh Aljapurkar (Dr. D. Y. Patil B-School Tathawade, Pune, India), Shraddha Prasad Purandare (Dr. D. Y. Patil B-School Tathawade, Pune, India), and Satyajit Dasharathrao Ingawale (Sanjay Ghodawat University, India)
Copyright: © 2022 |Pages: 22
DOI: 10.4018/978-1-6684-4950-9.ch013
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Abstract

Business value creation rests in the hands of organizational resources, and no doubt, human resources are one of the prime contributors. HR practices have a high impact, and organizations should leverage human resource competencies. In today's situation, where technology forms the pillar of improving people, structures, and cultures, reviewing the technological impact on HR practices becomes imperative. One such technological intervention can and is seen through artificial intelligence. The chapter thus provides a journey to comprehend the traditional recruitment process which defines the employee life cycle and the limitations faced. A section describes the framework to deploy AI usage in the recruitment process to improve the recruitment metrics for the organization. The laborious task of reducing anchoring bias, confirmatory bias, and similarity bias amongst the recruiters using AI technology is explored. The chapter concludes with analytics power backed by AI to help the stakeholders of the recruitment process to revitalize strategies and improve decision making.
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Introduction: Employee Life Cycle (Elc)

Huong (2021) describes human resource management as “the people and staff who administer an organization,” as opposed to an organization's financial and material resources. The HR model tracks an employee’s entire journey in an organization. The journey spans from the point of brand awareness to the last day of working of that individual in the company. It starts with talent attraction and offboarding forming the foundation of the cycle process. The ELC also considers recruitment and onboarding, retention at the early stages of the cycle, career development, and the overall employee experience.

The aftermath considered to be important of having a life cycle model is to better comprehend its impact of it. It helps improve the employee experience in the organization and encourages the recruiter/hiring managers/analysts to enhance these experience metrics. Given improving the yield ratio, the hiring managers take the help of technological software that enhances these experience metrics. However, if the decision-makers know every stage of the ELC, it would be more effective and efficient too.

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