The Impact of Artificial Intelligence on Employee Recruitment and Hiring: Challenges, Opportunities, and Practical Examples

Abstract

This study aimed to examine the impact of artificial intelligence on the recruitment and hiring process, focusing on challenges, opportunities, and successful examples. The present study is applied in terms of its objective and descriptive-survey in terms of its method. Research data were collected using the standard Technology Acceptance Questionnaire by Davis (1989) and a questionnaire on the impact of artificial intelligence on human resource management (designed based on previous studies). These questionnaires were distributed among 150 employees of the Sugarcane Research Institute. To determine the validity of the research instruments, content validity was assessed and confirmed by experts. The reliability of the questionnaires was calculated using Cronbach’s alpha coefficient, with values of 0.87 for the Technology Acceptance Questionnaire and 0.84 for the questionnaire on the impact of artificial intelligence on human resource management. The collected data were analyzed using SPSS and PLS software. The results of the study showed that the use of artificial intelligence in the recruitment and hiring process can lead to cost reduction, increased decision-making accuracy, and reduced human errors. Moreover, this technology, through the automation of repetitive tasks, enables managers to focus more on improving performance and developing human resources. However, some employees expressed concerns about transparency and fairness in AI-based recruitment processes. The findings indicate that artificial intelligence is an efficient tool for optimizing recruitment processes. Nevertheless, to fully leverage this technology, it is recommended that organizations adopt a hybrid approach that includes both human evaluations and intelligent technologies to enhance efficiency while addressing employee concerns.