3.

1 Advantages

3.1.1 Improved Communication

Artificial Intelligence (AI) could help a company in improving their communication

with the candidate. One of the examples are Chatbot, the use of chatbot have increases over
the years and mostly are being used in customer services. As chatbot can provide its services
day and night by answering the questions. (Drew D'Agostino & Drew D'Agostino, 2020). It
also provides a channel to those candidates, where they can interact with the company.
(Hamilton, 2019)

According to (Hamilton, 2019), up to 78% of survey indicates that the candidates

experienced poor candidate engagement and experience. This is because the time taken to
response them are way too long. With the help of AI, HR department can filter out all those
candidates by their skills, experiences, and other aspects that the company is seeking for.
With the help of the latest AI, it could help the candidate by providing a new way of
communicating with every candidate based on their special personality effectively. They can
filter out all those candidates by asking them question with the most recent form of Artificial
Intelligence (AI), known as Personality (AI). Personality AI, can provide a new way of
communicating with every candidate based on their special personality effectively. Therefore,
HR management or professional could hire the best candidates they need.

3.1.2 Reduce time

One of the major benefits of using Artificial Intelligence (AI) is that it can reduce a lot
of time (Hamilton, 2019). that are spent in seeking good potentials candidates, as it can
analyse information quickly compare to manual analysing by human said by (Drew
D'Agostino & Drew D'Agostino, 2020). It is better than the HR department wasting time by
posting all the job in all kinds of the websites such as Job-Street, LinkedIn, and other career
fairs. AI could automatically process and find potentials candidate by filter all them by skills
and experiences.
 So, the staff in HR department can reduce time with the help of AI while working on
interviewing the candidates that has been filter out by the AI. This can highly increase the
chance of the in recruiting a good and skilful candidate. This can also ensure the company to
find candidates in a quick and efficiency way. Moreover, not only time can be reduced, as it
also could help the company by cutting the budget in hiring staff.

3.2 Disadvantages

3.2.1 Learned Biases

AI does have the potential to learned being biases said by, (Drew D'Agostino & Drew
D'Agostino, 2020). Some HR management that had biases would develop an AI that could
filter the candidates through various characteristics such as age, gender, race, appearance and
even where the candidates are graduated from. They should have filtered the candidates based
on the skill and experiences.

This can be easily fixed by the software developer by taking step in improving the
technology and remove all those human biases tag. Artificial Intelligence (AI) is like an
independent judge that doesn’t have any human biases towards the candidate. So, with a little
adjustment by the software developer where he or she includes any biases tag, the company
might have decreased the chance in finding a good or right candidates for their company.

3.2.2 Hard to implement in a company

It is always hard to implement new things in a company. So, it is also hard as well for
company to implement and adapt the new technology of Artificial Intelligence (AI) in a
company, as there are only few companies that are using AI in their Human Resources
Management in seeking to hire a new candidates or employees for the company. This is
because AI is still new to the modern era for those company for them to implement it to that
specific department, the same goes to the company as they still are not capable of
implementing AI in their work flow just yet.
 When a company decided to implement Artificial Intelligence (AI) in Human
Resources department, it requires a lot of time to let all the employees to adopted to the new
technologies. The number of staff will also be cut down, due to the expenses in getting a new
technology. With the new technologies lesser staff or employees would be need in that
particular department as most of the filter and hiring task is being taken by the new
technologies AI. When implementing a new thing in a company, we can’t expect everyone to
adapt to it quickly.

3.3 Challenges

3.3.1 Difficulties in adapting AI

AI (Artificial Intelligence) has begun and is predicted to revolutionise the role of human
resources. Artificial Intelligence is highly regarded in today's technological growth. While
AI's journey was not simple when it initially began as an academic field in the early 2000s.
Despite the fact that most nations are implementing sophisticated HRM approaches like as AI
in their current Human Resources Management operations. Nonetheless, HRM in all nations
continues to follow conventional labour management strategies; yet, in recent years, experts
have identified improvements that reflect advancement in terms of strategic HRM practises
(Choudhury et al., 2020). On the other side, other people believe that if Artificial Intelligence
is embraced, they would lose their jobs. Some people believe that if research continues to
ignore the concerns involved with AI, it will pose a significant threat to humans (Spadafora,
2016). Organizations in Bangladesh will confront internal and external difficulties when they
implement AI in Human Resource Management processes. The problems observed to
implementing Ai is the fear of losing one's career. It is obvious that Artificial Intelligence
causes a massive shift from physical to technical labour and so gets such a poor reputation for
taking over people's jobs (Mathur, 2019).

3.4 Opportunities

3.4.1 Improve online User Experiences

Employers may also employ artificial intelligence to identify areas for improvement in
their user experience. Advanced versions, for example, and poor input organisation could
prevent good individuals from applying to your employment. Artificial Intelligence suppliers
provide tools to examine your website and identify inefficiencies. It could highly reduce the
time and save money for the company to hire a people that only works from 9 to 5, instead an
Artificial Intelligence can work for 24 hours. This can highly increase the user experience
and thus it will help the company to gain a better reputation. Machine learning-powered
solutions may learn by examining several landing pages and determining which aspects work
and which do not. Based on this data, it may also propose changes to your listing (Bell et al.,
2022).

3.4.2 To find potential candidates

The best applicants are not always actively hunting for work. A.I. can forecast who
could be interested in a position and provide motivators for them. Recruiters can utilise this
data to reach a larger pool of prospects. Companies might possibly employ the greatest staff
and attain peak performance this way. A.I. suppliers' solutions can also recommend where to
buy advertising to attract the attention of the most qualified prospects. As a result, the
organisation may target its advertising expenditure toward attracting the highest-quality
individuals. A.I. can also help to eliminate communication delays within the HR department.
Streamlined communication channels can result in quicker decision-making, which is
essential for attracting the top employees (Bell et al., 2022).

Bell, H., Tech, A. I. /, Henry BellHenry Bell is the Head of Product at Vendorland. He is a
business technologist driving transformative growth through digital technology
strategies. Henry is a highly analytical and collaborative problem solver with
outstanding cross-functional s, & Henry Bell is the Head of Product at Vendorland. He
is a business technologist driving transformative growth through digital technology
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management-hrm/
Choudhury, M. I., Chowdhury, S. A., Mahdi, A. M., & Rahaman, S. (2020). Human
Resource Management Practices in Bangladesh : A Review Paper on Selective HRM
Functions. Journal of Social Science, Education and Humanities, 1(2), 43–49.
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Drew D'Agostino, H. R. E. C., & Drew D'Agostino, H. R. E. C. (2020, March 5). 6 pros and
cons of using artificial intelligence in your hiring process. HR Morning. Retrieved
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technology/

Hamilton, F. (2019, September 25). Pros and cons of Artificial Intelligence and how it's
transforming HR. Pros and Cons of Artificial Intelligence and How It's Transforming
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Spadafora, A. (2016). Stephen Hawking believes AI could be mankind’s last

accomplishment. Betanews.Com. https://betanews.com/2016/10/21/artifici al-
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Mathur, S. (2019). “Artificial Intelligence: Redesigning Human Resource Management,

Functions and Practices.” In Human Resource: People, Process and Technology (Issue
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