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AI in talent acquisition: a review of AI-applications used in recruitment and selection

AI in talent acquisition: a review of AI-applications used in recruitment and selection The purpose of this study is to explore the current use of artificial intelligence (AI) in the recruitment and selection of candidates. More specifically, this research investigates the level, rate and potential adoption areas for AI-tools across the hiring process.Design/methodology/approachTo fulfill that purpose, a two-step approach was adopted. First, the literature was extensively reviewed to identify potential AI-application areas supporting the recruitment and selection (R&S) process. Second, primary research was carried out in the form of semi-structured thematic interviews with different types of R&S specialists including HR managers, consultants and academics to evaluate how much of the AI-applications areas identified in the literature review are being used in practice.FindingsThis study presents a multitude of findings. First, it identifies 11 areas across the R&S Process where AI-applications can be applied. However, practitioners currently seem to rely mostly on three: chatbots, screening software and task automation tools. Second, most companies adopting these AI-tools tend to be larger, tech-focussed and/or innovative firms. Finally, despite the exponential rate of AI-adoption, companies have yet to reach an inflection point as they currently show reluctance to invest in that technology for R&S.Research limitations/implicationsDue to the qualitative and exploratory nature behind the research, this study displays a significant amount of subjectivity, and therefore, lacks generalisability. Despite this limitation, this study opens the door to many opportunities for academic research, both qualitative and quantitative.Originality/valueThis paper addresses the huge research gap surrounding AI in R&S, pertaining specifically to the scarcity and poor quality of the current academic literature. Furthermore, this research provides a comprehensive overview of the state of AI in R&S, which will be helpful for academics and practitioners looking to rapidly gain a holistic understanding of AI in R&S. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

AI in talent acquisition: a review of AI-applications used in recruitment and selection

Albert, Edward Tristram
Strategic HR Review , Volume 18 (5): 7 – Oct 9, 2019
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Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1475-4398
DOI
10.1108/shr-04-2019-0024
Publisher site
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Abstract

The purpose of this study is to explore the current use of artificial intelligence (AI) in the recruitment and selection of candidates. More specifically, this research investigates the level, rate and potential adoption areas for AI-tools across the hiring process.Design/methodology/approachTo fulfill that purpose, a two-step approach was adopted. First, the literature was extensively reviewed to identify potential AI-application areas supporting the recruitment and selection (R&S) process. Second, primary research was carried out in the form of semi-structured thematic interviews with different types of R&S specialists including HR managers, consultants and academics to evaluate how much of the AI-applications areas identified in the literature review are being used in practice.FindingsThis study presents a multitude of findings. First, it identifies 11 areas across the R&S Process where AI-applications can be applied. However, practitioners currently seem to rely mostly on three: chatbots, screening software and task automation tools. Second, most companies adopting these AI-tools tend to be larger, tech-focussed and/or innovative firms. Finally, despite the exponential rate of AI-adoption, companies have yet to reach an inflection point as they currently show reluctance to invest in that technology for R&S.Research limitations/implicationsDue to the qualitative and exploratory nature behind the research, this study displays a significant amount of subjectivity, and therefore, lacks generalisability. Despite this limitation, this study opens the door to many opportunities for academic research, both qualitative and quantitative.Originality/valueThis paper addresses the huge research gap surrounding AI in R&S, pertaining specifically to the scarcity and poor quality of the current academic literature. Furthermore, this research provides a comprehensive overview of the state of AI in R&S, which will be helpful for academics and practitioners looking to rapidly gain a holistic understanding of AI in R&S.

Journal

Strategic HR Review – Emerald Publishing

Published: Oct 9, 2019

Keywords: Big data; Human resources; Artificial intelligence

References

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