(AI) Artificial Intelligence has become an inextricable element of Human Resource Management (HRM) especially in recruitment methodologies, altering the way organizations consider prospects, performance assessment, and employee commitment. This paper aims to investigate the effect of organizational size and HR roles on AI technology adoption in recruitment process, with a special reference to IT companies in Bengaluru. The research hopes to offer guidance on how organizations can maximize the potential of AI in their HR by exploring how AI utilities including Applicant Tracking Systems (ATS), chatbots and predictive analytics influence time-to-hire, candidate experience and recruitment efficiency. It also discusses ethics implications of AI deployment, including aspects such as algorithmic bias and employee data privacy. The results show that larger companies are more likely to adopt AI for recruiting because of their financial resources and infrastructure. In addition, HR Managers are key contributors to AI adoption, given their participation in making strategic decisions and greater access to the necessary tools/ skills to successfully apply. The report reveals that the promise of AI is being realized to deliver operational efficiencies, yet these benefits are accompanied by concerns about fairness and transparency in AI decisions, and about potential risk and bias in AI algorithms. This study adds to the emerging body of knowledge on AI in HR with its investigation of the impact of underlined organization size and HR role on AI adoption in recruitment, theoretical and practical implications for organizations seeking to introduce AI in recruitment and ethical challenges are presented. The research also adds another voice to the chorus of those highlighting the importance of human-in-the-loop review before decisions are acted upon by an AI tool, so that it support company values and enables fair recruitment steps.
Priya et al. (Sun,) studied this question.