Paper-1:

One of the most essential and visible sub-functions in HR management is employee

recruitment and selection. Dealing with it in a traditional manner is a time-consuming and
labor-intensive procedure for companies. The recruitment and selection process has been
transformed by technological advancements. The widespread usage of social networking sites
such as LinkedIn has paved the way for both recruiters and job seekers to find work.

The recruitment process has four stages: attracting the right pool of candidates, screening,
selection, and onboarding.

Technology in attraction:

One of the most crucial aspects of the recruitment and selection process is attracting a
suitable pool of candidates. One of the earliest technical advancements in this area was online
recruitment, which drew the attention of both recruiters and job seekers. Employers can post
job vacancies on job sites like LinkedIn for a wide range of audiences all over the world.
They can also post videos of current employees talking about their experiences so far at the
organization, which may give job seekers a positive impression of the company. With the
spread of covid-19, many recruiters are turning to social networking platforms to promote job
openings.

Technology in Screening:

The next stage is to screen the information provided by the candidates after they have been
attracted. Previously, many businesses had difficulty recruiting candidates for critical
positions such as the army. However, with the advent of cyber vetting concepts, it became
simple. Cybervetting is a method of determining a person's fitness for employment based on
his or her use of social media sites like Facebook. It created a negative impact on candidates.
They expect recruiters to look at well-organized websites like LinkedIn, but they may be
uncomfortable with recruiters accessing their social media profiles.

Technology in selection:

Two new selection strategies have recently received a lot of attention. A Digital interview and
gamified assessment. In a digital interview, candidates will be given a set of questions to
which they must record and submit their responses through video. Companies with a strong
data analytics presence employ video interviews to evaluate candidates based on their
behavioral changes during their responses to the questions. Gamified assessment is another
significant advancement in this sector. Incorporating game components into the choosing
process may encourage enjoyment, transparency, challenge, and interaction.
Technology in Onboarding:

The onboarding process begins when you've been chosen. Many firms today make substantial
use of technology to boost the utility of these tactics, such as providing access to specific
company apps, online training, e-mentoring for career advancement, and intranets that
resemble social-media sites like Microsoft's Yammer. However, the potential of using
technology throughout the selection process, including onboarding, will be actually realized
when companies are able to use not only HR metrics but also computer science methods such
as data mining with a combination of external (pre-entry) and internal (post-entry) data,
bringing recruitment and selection into the big data era.

Paper-2:

Candidate engagement: People use a variety of social networking platforms to apply for jobs.
However, the number of companies that respond to them is relatively small. As a result, AI
systems automate the entire process by delivering email or SMS responses. This eliminates
the need for candidates to wait and worry about when they would receive a response. This
level of candidate engagement saves time and makes your prospects feel appreciated. As this
automatic data may maintain in communication with the candidate, it is possible that the
candidate may respond quickly.

Career advancement:

Employees must be constantly encouraged by well-established training programs, a learning

atmosphere, and career advancement information supplied by their employer or superior,
which is nearly difficult. However, an AI tool with the ability to execute such programs and
coach individuals as needed by the organization is the solution.

Employee Relations:

Employees are frequently flooded with queries at work. Questions about their benefits
coverage, vacation leave, appraisal, and payment slab may arise. They may have complicated
questions that require the HR manager to respond for an extended period of time. Using a
chat window, an email form, or a virtual interaction in a meeting hall, the AI technology
manages all types of requests for employees.

Benefits of AI in recruitment:

Traditional recruitment takes a long time because it involves screening candidates' resumes,
but AI solutions save time by screening resumes and selecting the best prospects. Employees
receive up-to-date information and prompt responses to their questions. Finally, it leads to
employee satisfaction, which leads to employee engagement. It also aids in the reduction of
employee turnover and ensures that the firm receives good service. Candidate selection is
done entirely by machines, with no human involvement. As a result, unbiased screening and
applicant selection are possible.