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The Role of Artificial Intelligence in Recruitment Process Decision-Making

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DOI: 10.1109/DASA53625.2021.9682320

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 2021 International Conference on Decision Aid Sciences and Application (DASA)

The Role of Artificial Intelligence in Recruitment

Process Decision-Making
Adel Ismail Al-Alawi
Department of Management &
Marketing, College of Business
Administration, University of Bahrain
Shakeer, Kingdom of Bahrain
aialalawi@uob.edu.bh
https://orcid.org/0000-0003-0775-4406
Misbah Naureen Ebtesam Ismaeel AlAlawi
Department of Management & Integrated Sciences Department
Marketing, College of Business College of Health & Sport Sciences
Administration, University of Bahrain University of Bahrain
Shakeer, Kingdom of Bahrain Shakeer, Kingdom of Bahrain
20060032@stu.uob.edu.bh ealalawi@uob.edu.bh

Ahmed Abdulla Naser Al-Hadad

2021 International Conference on Decision Aid Sciences and Application (DASA) | 978-1-6654-1634-4/21/$31.00 ©2021 IEEE | DOI: 10.1109/DASA53625.2021.9682320

Department of Management &

Marketing, College of Business &
Finance, Ahlia University,
Kingdom of Bahrain
anasser@ahlia.edu.bh

Abstract— Artificial Intelligence (AI) can play a pivotal role in
the firm's recruiting process, facilitating excellence. This study
investigates the challenges AI faces in the hiring process and the
outcomes/ results of using AI in the hiring process. The benefits
of using AI in the hiring process include identifying AI vendors
and firms that have adopted AI in the hiring process, analyzing
the present state of AI to facilitate the hiring process, and the
impact of adopting AI in the hiring process. Through this study,
different perceptions, theories, ideas, and opinions are
presented to modulate the use of AI in human resource
management utilizing papers from 1988 to 2020. The findings
indicate that AI is adopted mainly in high-tech or large
companies. The reports presented by these companies on the use
of AI thus do not provide an actual picture of the usage and step
by step evaluation as interviews are still a part of the
recruitment process providing space for human bias. Future
research may include aligning the AI with the mission and vision
of the company and the rules and regulations of the country that
they have been adopted. The aspect of AI to support human
resources in decision making, not a threat as AI is considered to
take over the human roles in human resource management,
should also be studied in detail.
Keywords— Artificial Intelligence, Recruitment, Selection,
hiring, Decision Making, AI Applications, Fairness, Diversity,
Ethics, Biasness, Benefits
I. INTRODUCTION
Organizations that employ an effective selection and
recruitment strategy will employ individuals suitable for the
developing business environment [1]. According to [2],
intelligent automation has made talent acquisition easier by
collecting applicant data and sending it to Talent Acquisition
User in A More "Digestible" manner to analyze data; thus,
basing the decisions according to that acquired information.
[2] further states that the process begins instantly, and the
applicant is provided with an instant response. The
deployment of AI (Artificial Intelligence) in human resources
is incorporated to identify potentially high-capability
candidates before submitting a job specification and applying
for a certain job. Talent acquisition has been considered very
important, and potential candidates are supported to apply for
jobs that seem suitable for them [3].[4] investigates the use of
AI in the hiring and selection of applicants. It also investigates
the adoption of AI- mechanisms across the hiring process. It
also studies the problems that AI adoption solves and
identifies the companies that have adopted these AI
applications. It also studies and lists the vendors that supply
these applications. Finally, it gives an overview of the popular
adopted AI applications across firms.
AI in modern organizations has been introduced due
to a humungous amount of data that most organizations cannot
easily manage. Thus several firms rely on automation of
processes and HR practices such as decision making,
organizational performance, promotions, and individual
performance measurement using efficient AI systems [5]. In
order to speed up the suitability screening for the job, the
appropriateness of candidates is assessed based on the
resumes of the candidates analyzed by applied AI tools within
the organization [6], [7]. [6] Investigates the implications that
technological developments, particularly Artificial
Intelligence (AI), hold for hiring and selection. The research
explores the areas that can potentially adopt specific AI tools
to aid the hiring process and studies using specific AI tools.
It explores the state and the impact of AI in the traditional
recruitment process.
The study investigates the AI tools used in organizations and
the problems they adhere to and explores the outcomes of
adopting the AI. It also explores the firms that adopt the AI
and identifies the vendors of those AI applications. Finally,
this study analyzes and studies the impact of AI in the hiring
process.
Thus, the objective of this study is to:
 Diagnose the recruitment & selection issue an AI
application is addressing.
 Determine the solutions that AI applications
provide.
 Reveals the benefits of adopting AI applications.
 Explore the Adoption of AI applications.

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 2021 International Conference on Decision Aid Sciences and Application (DASA)
 Identify the Vendors currently selling AI
applications.
 Analyze the present state of AI to facilitate the
hiring process.
 Study the impact of adopting AI in the hiring
process.
II. SITUATION ANALYSIS
This section explores the adoption of AI in firms, the
problems they solve, the outcomes of utilizing AI, the list of
firms that use these AI applications, and vendors that sell
these AI applications. It also studies the impact of using AI
applications during the hiring process and the state of AI in
this process. Recruitment in a traditional way has been
studied in detail and applauded for human interaction. Still,
the help of AI for scanning and gathering information is
beneficial. AI – adoption is growing, but firms are unwilling
to invest in technology for recruitment and selection.
Interviews are still a critical part of the hiring process and
influence final decision-making. That AI can't determine the
cultural fit or motivation for working in a specific job
designation. Thus, interviews are conducted to hire
employees.AI can help with the bias that comes from
someone's gender and age but does not solve the problem of
biases at the workplace [4][6].
[4] study the issues the adopted AI in a firm addresses and
its solution to the problem. It also studies organizations'
adoption of the specific AI, the outcomes resulting from the
use, and identifies Vendors who supply these AI applications.
The research questions are answered in detail below:
III. DIAGNOSE THE RECRUITMENT & SELECTION ISSUE AN
AI APPLICATION IS ADDRESSING
This section discusses the issues AI- applications address
in detail. The issue with screening the candidates and
selecting them and the challenges that the companies face in
traditional recruitment systems that AI can solve are
discussed in this section.
AI applications address employers' recruitment and
selection issues when employees spontaneously leave an
organization, thus increasing the firm's cost of finding new
potential, capable candidates. AI applications also address the
issue of analyzing multiple applications for a particular job,
reviewing many very costly resumes, and having the
possibility of human errors in a traditional recruiting process.
Delivering wrong messages to unsuitable audiences is also a
problem that AI addresses. For example, if a hiring process is
primitive, unappealing, and lacks testing mechanisms, it
negatively affects the employer brand, calling for an AI hiring
method. Existing applications used for pre-screening are
expensive and consume a lot of time to function. Thus it calls
for the adoption of high-tech AI systems. AI applications also
address the issue of lower talent pool quality resulting from a
lousy employer reputation. It is also costly to do meetings,
interviews, and tests to select candidates. Finally, traditional
recruiting and relationship management is time-consuming
and expensive [4].
According to [8], the level of fairness, diversity,
ethics, and biases that AI can solve are discussed in detail
below.
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A. Fairness:
[8] studies the level of fairness that a company can
attain with the help of AI in the hiring and selection process.
Companies need to maintain a specific standard due to
innovation and constant competition to be the best, thus
employing AI application software. Previous researchers
have proven the bias often associated with looks, gender,
race, ethnicity, and religion. These practices affect the
goodwill and reputation of the company. In order to be fair in
their hiring and selection processes, firms need automation
that allows organizations to consider adopting AI
applications in their hiring processes. The system needs to be
based and regulated by law. It is thus proven that if a firm
perceives fairness as high, it will also be highly likely to adopt
AI systems in its hiring and selection processes.
B . Diversity:
Diversity in organizations helps organizations
achieve unimaginable targets due to the interdisciplinary
factors of different background orientations and is a key
factor of success to an organization. Creative and innovative
environments are usually the result of diverse working
environments and are considered success factors in many
organizations. In the recruitment process, AI automation
automatically scans the resumes of potential candidates, thus
facilitating various personal factors such as gender, ethnicity,
and disabilities to attain diversity in organizations. Creativity
is triggered by diversity; this is understood by many
successful organizations such as Google, which has
facilitated a diverse working environment to foster creativity.
Thus, an organization that ensures a high level of diversity
also provides a high level of fairness in AI in recruitment [8].
C. Ethics:
Transparency in hiring has become a measurement
of fairness in hiring by many firms. Digitization has limited
our thinking of considering the ethical implications
underlying a decision, and we based our decisions without
thinking of the ethical factors. Due to the rapid developments
in technology, ethical considerations have become a dilemma
in hiring automation and AI. AI helps scan massive data and
gives the recruiters the results based on its analysis. Still,
human judgment should always be prevalent to assess the AI
analysis and reports for any underlying ethical considerations
before a decision based on the results [8].
D. Biasness:
This study finds that bias is eminent in the recruitment
process based on their interviews, with women being
subjectively discriminated against. Women in higher
management in a firm are usually given a minor role. In some
institutions, women have also considered an expense if they
plan to have a child. AI can be employed in the firms to
adhere to these issues. Furthermore, algorithms can be
generated to focus on the candidates' skills. Thus, AI can be
utilized to reduce bias when selecting employees. If a
company perceives that AI results in unbiased decisions, the
fairness in the AI hiring process also becomes high [8].
 2021 International Conference on Decision Aid Sciences and Application (DASA)
IV. DETERMINE THE SOLUTIONS THAT AI APPLICATIONS
PROVIDE REVEALS THE BENEFITS OF ADOPTING IT
The section studies the solutions and benefits that AI
provides to companies according to [4]:
AI application (Vacancy prediction software)
distinguishes employees' behavior and predicts the
employee's tendency to leave the organization. It helps the
organization to prepare ahead of time and reduce the cost of
searching for talent and expertise in a short period. Job
description optimization tools are AI applications that aim to
provide suggestions that maximize job descriptions and target
job specifications for different candidates. It helps in hiring
diverse employees from different backgrounds and hinders
discrimination. Job description optimization is an AI tool that
maximizes job specifications and communicates them in a
detailed manner; thus, target candidates acknowledge and
apply for a specific job. Much time is not spent screening the
CVs and reducing screening costs. This theory is also
supported [9]. Targeted job advertising optimization uses AI
and analyses data so that organizations can send correct
suggestions to appropriate candidates. This maximizes the
chances of candidate engagement and minimizes money
spent on advertising. Multi-database candidate sourcing
scans and sources by looking through social media profiles,
e.g., LinkedIn, that aid the rapid scanning of the desired
candidate profile. CV Screening Software reviews the
significant number of CVs to screen and order the most
suitable ones that reduce human bias, which resulted in
traditional recruiting systems. It helps to minimize cost and
allows HR to focus on important tasks. AI-Powered
psychometric testing software uses AI applications to design
attractive tests designed to increase selection experience to
assess candidates thus, allowing hiring professionals to focus
on essential tasks. Video screening software analyses video
interviews of applicants to analyze the employee's interview
with the firm. It minimizes bias, and it allows specialists to
focus on important tasks. AI-Powered background checking
software goes through multiple data to do a background
check on candidates to authenticate them, such as their
previous criminal records and references. Employer branding
monitoring benefits the recruitment process by presenting a
positive image for clients and reducing hiring time. Employer
branding monitoring examines public data to identify
weaknesses in the selection, benefiting the hiring process by
submitting a positive image of the firm. Candidate
engagement Chatbots/CRM are AI applications that copy
human communication abilities to engage potential
candidates. They can be used to aid in the interview and
communication processes. Automated Scheduling system
picks up human expressions to implement these tasks
benefitting the selection process, thus allowing specialists to
focus on essential tasks.
[10] studied different areas where the adoption of AI is
causing a change in the workforce. Employers, when
adopting AI, might consider the reduction of the force in their
companies. The study suggests that there will be a decrease
in employment levels in fields such as the automotive and
telecom sector. Whereas, [11] has placed an argument that AI
is taking the place of employees, which is not valid.
Throughout 2018, Forbes has taken the case study of Google
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as an example to support the argument that AI can help the
employees do their job more professionally and helps in
employee deployment, rather than a threat to their job
security. This is a benefit of using AI in the hiring and
selection process due to the lower cost of maintaining a large
task force. The study also finds that 44% of the respondents
answered that AI had reduced their business costs.
Companies have also been found to increase revenue and
reduce costs, consistent with the study conducted by [4] &[6].
V. EXPLORE THE ADOPTION OF AI-APPLICATIONS
This section studies the adoption of AI- applications across
firms.
Companies are more inclined to adopt AI as they
experience profitability after adopting AI tools. McKinsey
also found an increase in companies using AI tools to 25%
over one year. Large companies such as IBM, Facebook,
Goldman Sachs, Cisco, American Express, Johnson &
Johnson, Newton, Netflix, Youtube, Intel, eBay, Hilton,
Accenture, LinkedIn, Fortune 500 firms, Uber, Axa
Insurance, Sephora, H&M, Burberry, Disney, Coca-Cola,
Walmart, Survey Monkey have adopted AI systems [4].
In their AI adoption case study, during 2017, IBM identified
that the goal of IBM in adopting AI was to create a
"meaningful experience" and develop an understanding of
their suitability for a specific role in the organization. This
challenge was addressed through an AI tool called Watson
Candidate Assistant (WCA). IBM conducted in-person
interviews to screen the candidates before selecting them for
a job in a traditional recruiting system. IBM now employs
Chatbots instead of conventional interviews, which gives a
personalized environment for job seekers. The information
provided by Chatbots is a tool to communicate information to
potential candidates. IBM's vice president Carrie Alterie
shared her views regarding the employment of WCA as,
"IBM gets 7,000 resumes per day and surfacing the right
candidate in a reasonable time is like finding a needle in a
haystack. Since implementing WCA, we have dramatically
cut time-to-hire, doubled Net Promoter Scores (NPS), and
vastly improved the matching of candidates to jobs." The
Chatbots are also designed for machine learning and are
getting smarter. Chatbots are also embedded with videos to
enable the candidates to get a personalized overview of the
organization. IBM has experienced an influx of innovative
talent due to the employment of AI tools [3].
Despite the challenges of rigidity and inflexibility and often
inadequate skills and technology in the public sectors [13],
Bahrain is shifting from traditional methods in HR and
moving towards establishing a learning organization (LO).
That believes in re-modeling and re-shaping itself and
employee skills in the organization [14], which is often linked
to high-performance and innovation [15].
While studying the trends and opportunities of AI in
Bahrain, it has been identified that the public sector of
Bahrain has great potential to employ high-tech skills in AI,
which comply with Bahrain's Vision 2030. As a result,
organizations have seen a change by utilizing high-tech
systems in the hiring and selection processes. For example,
most companies in Bahrain were found to be using some type
 2021 International Conference on Decision Aid Sciences and Application (DASA)
of AI in their hiring processes, for instance, the employment
of Chatbots in the hiring process [16].
VI. IDENTIFY THE VENDORS CURRENTLY SELLING AI-
APPLICATIONS
This section identifies the vendors that supply AI-
applications to firms.
In contrast, the vendors of the AI tools are Workday
Talent, Bamboo HR, Monster talent Management, Click IQ,
Pando Logic, Talentcube, InterviewStream, X.ia, Thematic,
Microsoft, Arctic Shores, Ideal, Recruitz, Three sourcing,
Knack, Wepow, Pymetrics, WEpow, Olono, Tact, Troops,
Semantria, Montage, Zoho Recruit to name a few.
Google has launched "Google for Jobs", an AI tool
that ensures the match between the companies that employ
this AI tool and the candidates. "Google for Jobs" for now is
only available to candidates in the US, but extending it to
attract candidates from other countries is in its long-term
goals. Google collaborated with Johnson & Johnson and
FedEx companies to develop this system. According to
Google, this system has been able to acquire an 18% increase
in applications with the help of Google. "Google for Jobs"
allows candidates to search for jobs in all sectors. This
software increases candidate job search experience by
providing features such as assessment and reviews of a
specific company a candidate is interested in applying for a
job. Information on new jobs is also provided on "Google for
Jobs" to keep the candidates informed about their noteworthy
jobs. Another AI tool that Google employs is called Google's
Cloud Job API. This machine is considered the "learning
core" of "Google for Jobs". The Cloud Job API is employed
in three segments comprising millions of categories used in
these segments [12].
VII. ANALYZE THE PRESENT STATE OF AI TO FACILITATE
THE HIRING PROCESS.
The section states that AI is a developing technology, and
it must go through many advancements and developments
before it can be entirely adopted throughout organizations.
This research also found that specialists apply AI applications
in the selection process before screening and selection. The
AI technology focuses on the job specifications and filters
out/ screens job candidates and pre-screens by applying
personality traits. LinkedIn or Facebook also does the process
of pre-screening. Some AI tools are also designed to provide
information with the best candidates to organizations. The
organizations can choose the candidates chosen by the AI or
choose the candidates themselves. The AI application learns
when candidates are selected. If a company chooses from the
top 10 candidates, AI knows the types of candidates required
and eliminates other potential candidates. All specialists
claim to address the candidates after finalizing the selection
process. [17] supports this argument as he considered trial
and error methods of specialists to be included in expert
system programs, which is also confirmed by [18] stating that
computer-based decision assistance is implemented as aids to
help process information and reach decisions. Chatbots are
used to acquire information that is then turned into a CV to
screen the candidates later. The applicant can get updates, ask
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queries, ask for an overview, and even ask why the applicant
was not selected from the chatbot [6].
Companies are in dire need of talent acquisition and
retention throughout their lifetime. This process needs to be
aligned with the mission of the company. Companies are
now changing their recruiting methods and are adopting new
strategies to attract new suitable candidates. Thus, calling for
the need to adopt cutting-edge technology and AI in the hiring
processes. Many institutions worldwide rely on their HR
departments to provide a skilled workforce. AI tools such as
the Talent acquisition tool pre-screens, scan resumes, and
select resumes that best fit the organization. This results in
lower work for the HR managers as they are equipped with
high-technology responsible for pre-screening. HR-
managers or recruiters can assess the selected candidate
profiles based on the analysis of the AI tool. Communication
is one of the key factors in disseminating knowledge
throughout the organization [13]. Chatbots are used as a good
communication tool in the organization with the automation
of processes such as directly asking the chatbot on their staff-
related questions, e.g., remaining leave, etc. This leaves the
HR managers to analyze and focus on more composite
situations and tasks [16]. Despite the use of AI in the initial
hiring process, such as screening and job suitability, AI is an
emerging trend in the hiring process [19].
VIII. STUDY THE IMPACT OF ADOPTING AI IN THE HIRING
PROCESS.
The impact of AI can be studied by identifying the
benefits, challenges, and human bias that a firm faces when
employing AI tools.
A. Benefits:
The benefits of adopting the AI in the recruitment
process identified in this study are that AI cuts routine &
administrative tasks saving time to focus on the best matches
of candidates to the firm requirements. It also helps recruiters
in the evaluation process, i.e., ranking & qualification
processing of candidate resumes. Chatbots are often
employed, which help the communication between
companies and applicants. The speed of recruitment is also
increased due to the employment of AI tools. Bias is
eliminated as AI allows the equal opportunity to all
candidates as there is no room for human tendency. AI tools,
when adopted, impact business competitiveness by gaining
better insight into the talent than the competitors [6].
B. Challenges:
The challenges of adopting AI in the recruitment
process identified in this study are that adaptation of new
technological advancements with AI is still new, and lack of
trust in AI prevails in firms. According to [8], despite the
discussion of the benefits of AI in the hiring processes, AI
tools are considered to fall short when considering the aspect
of cybersecurity and testing. This exposes a significant risk
to the firm employing the AI tool. An ethical dilemma that is
also not discussed is that most candidates are not aware of AI
tools or bots that they are bound to communicate with another
challenge is a firm's adequate ability to adopt AI and utilize
it properly is particularly important as the cost of purchasing
AI is high and many companies are not interested in
purchasing them due to their costs. There is also an increased
 2021 International Conference on Decision Aid Sciences and Application (DASA)

cost due to the technical team required to implement AI,
which is an added cost to the company, and training people is
required to train the machines. Ethical considerations are
often overlooked as AI should be aligned and regulated with
the company's values and missions. Mitigating cultural
barriers is another challenge when adopting AI tools as AI
might face difficulties grasping cultural barriers as
terminology of certain elements differs across nations or
cultures [6]. Another challenge that companies face is the
unlearned literature about the impacts of AI studying human
decision behavior, which can lead to some uncontrolled or
unidentified bias that an AI tool can be guilty of due to the
constant machine learning process [20] [21].
C. Human Bias:
AI is employed in organizations to help resolve the human
bias prevalent with the traditional recruiting systems. AI can
solve biases that occur unconsciously but do not entirely
TABLE I. REVIEW OF AI APPLICATIONS IN TALENT ACQUISITION
resolve human bias. For example, human bias may still be
present in the hiring process after screening and checking for
suitability processes implemented by the AI tools. Humans
have a role in the hiring processes as AI is not programmed
to study the motivation of employees. AI tools do not
recognize issues such as studying employee motivation [6].
IX. ANALYSIS OF AI APPLICATION AND THE
APPLICATION OF AI IN HRM:
TABLE I illustrates the literature review of AI applications
in selecting, hiring, and hiring potential candidates based on
existing findings [4]. It also highlights the dilemma of AI in
the selection and hiring process, which will be beneficial to
specialists in the field who are trying to acquire insight into
AI in the hiring process. At the same time, TABLE II reviews
the literature and lists the technological developments and
research areas that can implement AI tools in the hiring
process, based on existing findings [6].

Title “AI in Talent Acquisition: A Review of AI- applications used in Recruitment and selection.”
Year 2019
Author Name/s Edward Tristram Albert
Purpose This study aims to investigate
A- Investigate the application of AI in the hiring of applicants.
B- Investigate the adoption, order, and level of AI tools that aid the recruitment process.
Research Methodology The study was conducted adopting a two-step approach.
A- Researchers reviewed the printed work to explore AI- application areas that support the hiring process.
Most of the data was cited from practitioner report sources in the light of short scholarly articles on this
subject.
B- Eight- semi-structured interviews were conducted with diverse research & selection experts, which
included
1) HR managers 2) consultants & 3) academics to evaluate and compare the use of AI-
mechanisms defined in researchers' previous work with the AI- tools being applied in the hiring
process.

Research Questions/ Hypothesis This research studies the following questions:

“1) What hiring issue is this AI tool deal with?
2) How does the AI tool provide a solution to the issue?
3) What are the advantages of adopting the AI tool?
4) Which firms have adopted AI these AI tools?
5) Which firms are selling these AI tools?”
Independent Variables/ Dependent Not applicable to this research.
Variables
Key Findings The study comprises of many findings:
A) Firstly, it investigates 11 key areas across the hiring process where the AI- mechanisms are applied.
B) It also identifies that employers mostly rely on three AI applications which are: 1) Chatbots, 2) software that
is used to pre-screen candidates, and 3) tools that automate work.
C) Innovative, Larger firms with high technology are more inclined towards adopting AI at a faster rate in their
organizations.
D) Finally, despite AI adoption growing faster, organizations are are still tentative to invest in the technology
for the hiring process.
RESEARCH GAP AND LIMITATION Research Gap:
/ FUTURE RESEARCH 1) This study studies a massive research gap about AI in the recruitment & selection process, specifically
addressing the poor quality of the literature.
2) This study summarizes the present state of AI in the hiring process, which will be beneficial to
Research Gap and Limitation / Future specialists in the field who are looking for rapid insight into the situation of AI in the hiring process.
research Limitations:
This study falls short of establishing a general idea of adopting AI tools through exploratory research.
Future Research:
The research provides the opportunity to many areas for academic research, which can be either quantitative or
qualitative.
Remarks Due to the nature of the research being qualitative and exploratory, dependent and independent variables were not
identified.
Reference Albert, E. T. (2019). AI in talent acquisition: a review of AI applications used in recruitment and selection.
strategic HR review, 18, 215-221. doi:10.1108/SHR-04-2019-0024

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TABLE II.: REVIEW OF ADOPTION AND PRESENT BEHAVIOR OF AI APPLICATIONS AND THE EFFECT OF AI APPLICATIONS IN THE
RECRUITING PROCESS.

Title “The application of Artificial Intelligence (AI) in HRM Management: the current state of AI and its impact on the
traditional recruitment process.”
Year 2019
Author Name/s Jennifer Johansson & Senja Herranen
PURPOSE This study serves the following purposes:
1) Investigate the implications that technological developments, particularly AI, hold for the hiring
process
2) The study also focuses on research areas that can utilize AI in the hiring process to make it more
efficient and the effect of the use of AI in the hiring process.
RESEARCH This study adopts a qualitative approach by conducting semi-structured interviews with eight firms worldwide. This
METHODOLOGY research is perceived as analytical research with a generalized reasoning approach.

RESEARCH QUESTION/ These are the questions that this research studies:
HYPOTHESIS A. “What is the present situation of employing AI in the hiring process?”
B. “What effect can AI have on the hiring process?”
INDEPENDENT VARIABLES / Not Applicable to this research as it is a qualitative study.
DEPENDENT VARIABLES
KEY FINDINGS The findings of the study are:
a. AI in recruitment is still in its early stages, and many companies have not adopted the use of AI in the hiring
process.
b. Three suitable areas to apply AI are 1) pre-selection, 2) communication with candidates 3) providing
recruitment results for applicants.
c. The main advantage of the use of AI is the speed and quality of work and minimizing daily tasks with their
use in the recruitment process.
The primary test identified as the firm's preparedness for advanced, innovative technologies.
RESEARCH GAP AND LIMITATION Research gap:
/ FUTURE RESEARCH The literature lacks examination of hiring based on technology thus, leaving doors open for comprehensive analysis
based on theories considering the available flexibility and eased access to these technologies.
Limitations:
This study examines the present situation of AI in the hiring process. The comprehensive information acquired is
constrained to firms implementing AI to some scale in the hiring process.

REMARKS Due to the nature of the research being qualitative and exploratory, dependent and independent variables were not
identified.
REFERENCE Johansson, J., & Herranen, S. (2019, 10 30). The Application of Artificial Intelligence (AI) in Human Resource
Management: the current state of AI and its impact on the traditional recruitment process. Retrieved from
Jonkoping University: https://ju.se/en

evaluation is impossible. Results are subject to answers from

XI. CONCLUSION:
In conclusion, the bias behind the reports of firms makes it
unclear to what extent the AI applications are used [4] [6].
Companies adopt AI at a slower rate [6], and AI - adopters are
large organizations with plenty of resources or high-tech firms
[4]. In addition, some AI applications may be cheaper than the
other or less popular than the other. For example, the 11 potential
applications may not be used as much as reports claim [4]. The
recruitment is relatively new, and limited companies are
adapting AI in the recruitment process; since only a few firms
adapt AI, it is difficult to assess the effectiveness of AI in the
process [6]. The cost of buying high-tech AI tools should also be
studied in detail. Finally, the employment of AI tools in
organizations should be encouraged by proven research theories
to employ these technologies. Finally, research has confirmed
growth in sales, efficiency, and profitability in organizations,
which have resulted from significant investments in HRM areas
[22].
Thus, it can be concluded from both the studies that most
large organizations can adopt AI at this stage due to cost and
technical implications that hinder the adaptation of AI tools in
organizations. Interviews or reports may not always be accurate;
thus, a clear picture of actual usage and step–by–step or in-depth
specialists in the field rather than an accurate, in-depth analysis.
However, interviews are still a part of the recruitment process
despite the firms claiming AI to reduce time & effort in
screening; thus, human bias is still eminent [6] [23]. On the other
hand, machine learning, a term used in AI as AI tools learn from
user decision behaviors, has also subjected AI tools to bias [24].
XII. RECOMMENDATIONS FOR FUTURE RESEARCH:
More research is required in HRM to study the effect of AI
and the present state of AI on results. Future research can include
other areas such as studying the adoption of complex AI tools
that support the specialists in the field with decision making.
More research can be done to acquire knowledge of possible
problem-solving outcomes aided by the AI tools employed. For
example, research on adopting AI and the challenges faced by
firms in developing countries can be studied. The help and
support or expertise provided to them by developed countries
can be investigated further. Studies on how large firms can
support the small firms are also limited, and the exchange of
knowledge between them can also be studied.
The impact of the personal characteristics of the implementers
or users of AI on the performance can also be studied in the
future. For example, research on machine learning, i.e., AI tools

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 2021 International Conference on Decision Aid Sciences and Application (DASA)
that are continuously learning due to the decisions taken by the
specialists that affect the behavior of AI in the future, can also
be studied. Research is also required to investigate staff's
technical implementations and use AI in HR. AI can also be
studied in the context of problems in HRM, which can be solved
by employing high-tech aids. For example, AI programs that
have a routine schedule or where decision-making is
incorporated into them gradually and the decisions they take can
also be studied in the future. All these challenges open -up new
doors for future research and analysis. The studies were covered
in the field lack comprehensiveness, thus failing to establish a
general idea of adopting AI tools due to exploratory research.
More studies can be conducted on ethical aspects of AI in
other settings. Therefore, AI has to be aligned with the mission
and vision of the company. The rules and regulations of the
country that they have been adopted. The aspect of AI to support
HR in decision making, not a threat as AI is considered to take
over the human roles in the HRM, should also be studied in
detail.
XIII ACKNOWLEDGMENT.
The researchers wish to extend their sincere gratitude and
appreciation for giving precious contributions towards
completing this research to Prof. Hatem Masri, the Dean of the
College of Business Administration and the University of
Bahrain, for covering our fees at this conference.
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