REVIEW OF LITERATURE

James Wright & David Atkinson, (2019) in their study on impact of artificial intelligence
within the recruitment industry, mentioned about influence of AI on employers and candidates,
specifically throughout the initial stages of the recruitment process beginning from initial job
posting through to candidate search and finally interviewing and evaluation of candidates. The
purpose of the research was establishing the recommended approach for recruiters, both in-house
and consultancies, to make hires following the inevitable changes in the industry that will be
seen. As part of research methodology, interviews were conducted with experts in the industry,
opinions of employees were taken and job seekers and finally analyzing the trends of an
observation. These primary research findings have been contrasted with the existing literature on
the topic. As a result this paper concluded that there is a new recommended process of
recruitment to be followed. This process will require significant structural and technological
change in recruitment processes but will enable teams to maximize the efficiency and
effectiveness of their talent acquisition strategies. As a result, the standardized process of
recruiting for roles will be flipped, from a trial-and-error process, to a test for success model.

Nidhi Oswal, Majdi Khaleeli & Ayman Alarmoti (2019), AI software was developed to
make computers (robots) think logically and function like humans in terms of decision making.
HRM has also witnessed the efficiency and benefits of AI technology especially in the
recruitment and hiring processes. In the era of industry 4.0, the adaptability of AI in the
recruitment process has rapidly increased in the last two decades. Traditional recruitment still
exists but most of its recruitment areas have been digitalized using AI tools and applications. It
has resulted in saving cost and time, automation of various processes, and effective and efficient
decision making. The usage of AI has improved the quality of the whole hiring process including
recruitment. Now, HR professionals have time to look into more strategic HR areas. Still, a
major challenge exists in terms of the organization's readiness for these new technologies in
terms of training of the employees and concern over the loss of certain administrative jobs due to
the automation of tasks.

Owais Ahmed (2018), As much as the HR technology landscape continues to be

disrupted by AI. HR teams need to balance these cognitive tech advancements with transparency.
HR leaders and practitioners need to have a clear understanding of how decisions are being made
to mitigate unknowingly injecting bias into their programs,. This transparency will be essential in
making sure that employees trust the new technology.

Saundarya Rajesh, Umasanker Kandaswamy & Anju Rakesh, (2018) in their paper on
impact of AI on Talent Acquisition mentioned about the role and mark of AI in almost every
function of an organization and its impact on HR and talent acquisition. AI based systems help
HR automate many tasks in processes such as talent screening, hiring, engaging, re-engaging,
employee relations, on-boarding, etc, which used to consume many labor-hours in the past,
thereby enabling the HR department to be more efficient, and focus on building compliant and
regulatory policies. Among the prominent areas within the HR function that AI impacts, Talent
Acquisition being at the cusp of talent management lifecycle for organizations. This paper
explained the cascaded impact of Artificially Intelligent systems on talent acquisition processes
of organizations. Research also offered deeper understanding of current AI frameworks and their
ability to automate repetitive TA processes increasing process efficiency and effectiveness.
Through several case studies of existing AI systems in TA from across the globe, the paper
documented the present, also extrapolating the future of Talent Acquisition in AI aided
professional environments. As talent management is critically dependent on the efficiency of
talent acquisition processes of an organization, this paper discussed the presence of AI in talent
Acquisition systems, across different stages in the TA lifecycle. However, it needs to be
remembered that, AI cannot completely replace the human element in the human resources
function. HR and TA leaders should design their strategy by ensuring they are making the best
use of their resources empowering recruiters with technology. A good starting point would be to
automate routine and repetitive hiring tasks such as screening and then progress towards higher
intelligence-based hiring tasks such as candidate engagement.

Vedapradha.R, Ravi Hariharan, & Rajan Shivakami (2019) in their research on artificial
intelligence in recruitment to evaluate the influence of technology on the employee performance.
The findings of this study revealed that there existed higher link amongst recruitment and
performance variables of employees when the technology like artificial intelligence is embraced.
It was detected that implementing the digital software to keep employees engaged did not give
positive results. The employee performance was mainly influenced by productivity, training,
automation and reliability elements.
 Nishad Nawaz (2019) in her study on how the artificial intelligence is being used in
recruitment procedures and how it is having its implications. This study aimed to comprehend
the prevailing body of knowledge about artificial intelligence role in the recruitment procedures,
how it assists, its usages, how it increases the quality in talent pool, relationship, matching,
obtaining the job seekers, fresh hire embarking, professional development, workforce relations,
hr compliances, planning, impartial. The findings of the study depict that the excellence of talent
is essential to uphold the organisation in competitive atmosphere equally for private and public
organizations such that the artificial intelligence applications particularly becomes useful in the
entire recruitment approach. It was found that the present knowledge of the recruitment
procedures and its linked sub tasks were recognised. The earlier studies provided a link between
theory and practical applications with regard to the recruitment procedures and artificial
intelligence. There was a greater usefulness of artificial intelligence in the recruitment processes
and all other sub tasks connected to recruitment procedures like screening candidates, building
relationships, hiring excellence, scheduling interviews, impartial judgments, saving time,
struggles and money involvement and so on. It was also found that through artificial intelligence
companies could get useful inventive ideas regarding recruitment strategies which could be used
for various tasks like better talent pool, quality hiring process in place could be established.

Tanvi Sharma & Garima Malik (2019) in their study on impact of artificial intelligence in
recruitment explained the utilisation of artificial intelligence on hiring practices. Such
progressions in technologies are altering the way organizations are thinking, even the method as
to how the job seekers are traced and selected. Artificial intelligence interfaced HR applications
could scrutinize, forecast, establish and turn out to be more influential and skilful resources.
Artificial Intelligence is swiftly transforming as a popular device for human capital tasks, like
recruitment and employee promotions. There are nice motives to be optimistic regarding using
artificial intelligence in the recruitment processes. The recruiters must be aware about the
alterations that follow and sharpen their talents in areas that artificial intelligence could takeover.
In other words the work requires high degree of imagination, creative analysis, and strategic
thinking. In future when artificial intelligence converts as an internal part of recruitment, which
we may not see competing with machines for jobs. There are blameless motives to be
enthusiastic concerning the start of AI in recruitment processes. The recruiters are required to
become alert about the changes that track and monitor their talents in that field which requires
huge resourcefulness, innovative analysis and intentional thought process.

Seetha Lakshmi, R., Sowdaminiha, T., Biswas, Ashish Kumar, (2019) in their research
on the rise of artificial intelligence in talent acquisition have explored how the artificial
intelligence device has rationalized the recruitment procedures. The artificial intelligence device
has improved the applicant’s engagement besides superior involvement with the help of
appropriate communiqué. This in return, helps the organization in a fitted talent background in
enticing and recruiting group of candidates. It is found that artificial intelligence enhances the
quality of appointees. The HR’s role also becomes more proactive in recognising the candidate’s
culture abilities and enhances their associations in utilising various data that are accessible for
evaluating the KPIs. Thus, imbibing artificial intelligence based devices enhances a perfect
candidate and promote to improve sturdy employee relationships in the organizations.

Mina Son, Hyeonju Lee, Hyejung Chang (2019) in their study on artificial intelligence
based business communication: application for recruitment and selection. This study has been
done with variables artificial intelligence, recruitment processes and business communication. It
was found that the artificial intelligence maximizes the communication network amongst the job
seekers and the HR managers. Although the HR team could at present get instant results
comparable to those typically stretched by interrogating thousands of aspirants, the aspirants
could even express their desire, knowledge, and capabilities more than that which have been
articulated in their resume. The AI resume is a very effective device as regards the time essential,
where the aspirants take close to an hour to finish an AI interview process, and the system within
an hour or so analyses every data provided by thousands of applicants. It evaluates the aspirants’
experience, train workforces in multiple job talents, and makes decisions required for business
management. With the progress of the AI technology and Internet, the communication networks
amongst applicants and HR managers have been extended, authorizing a diversity of
developments to run much more competently.

Sneha K & Suraj Kushe Shekhar (2019) in their study on the impact of AI on recruitment
marketing found that AI cannot fully takeover the recruitment procedures but could surely design
a recruitment approach which could attract talented professionals. AI is empowering the
recruiters in the present days to transform themselves as shrewder and more competent.
Technology makes the recruiters understand the transformation from the conventional to the
contemporary marketing. Culminating AI with recruitment marketing holds a big promise for
companies to remain healthy and sturdy in the marketing for long and even deep study was
required to understand the fresh magnitudes in the prevailing area.

Poornima Sehrawat, & Bornali Brahma (2018) in their research on the impact of
technology on recruitment and selection process aimed to provide a portrait of the upcoming
development of the entire recruitment and selection procedures in organizations. It was found
that the organizations are implementing innovative technological methods to fascinate and
recollect the top job appropriate individual. Even though there are lots of positive reasons, one
thing which is to be kept in mind by the recruiters is in what way the aspirants would be
perceiving the technological devices with the help of which they are being requested to give their
recruitment discussion. Thus, with all the technologies which are being utilized in the
recruitment procedures, it has to be always remembered that a human touch involvement should
be incorporated in the procedure of recruitment.

Anderson, (2003) in his study on applicant and recruiter reactions to new technology in
selection found that the utilization of technology in diverse organizations both innovative and
customary organizations are on the rise speedily for their workforce selection procedure. Few of
the knowledge innovations which are utilized are computer-centered testing, Internet-centered
recruitment and candidate assessment, telephone-centered and video-linked interviews, video-
linked circumstantial judgment assessments, and computer-generated reality situations.
Nevertheless the most significant thing to deliberate here is the aspirant inclination and response
for the technological inventions as that openly influences their objective to relate for that
organization, to what extent they are contented with the dissimilar technological mediums and in
what way encouraged they are to continue as an applicant.

Nishad Nawaz (2019) in his study on artificial intelligent on recruitment effectiveness on

CMMI software companies of Bangalore found that utilizing the artificial intelligence in
recruitment procedures to choose the right candidate for pooling talents for the organizations was
more in vague. It was detected that artificial intelligence was helpful in the initial phase of the
recruitment procedure. It encourages the aspirants to apply, to choose the prospective candidate
for the right job for a proper position, would add to the talent group. The dynamic talent group
creates the industrious and employer status before its contenders.

Rudresh Mishra & Ricardo Rodriguez (2019) in their study explain that in order to solve
the issue of filtering the resumes in a recruitment industry from specific job post, specific tools
could be used like ontologies, embedding’s, uninterrupted match, proficient evaluation, machine
learning and the like. As regards the product, it might lessen the time that would be consumed in
the recruiting procedures, protect money, capitalize recruiters in added productive actions to
enhance retention and efficiency of the team and lessen recruiter’s preconceptions. Such
procedures would bring in best candidates fitting on the organization, which might enhance the
organization value.

Faliagka(2012) states that Candidate ranking system works with the intensity of AI
algorithms and recruiters provided training data for the AI algorithms, from which they become
familiar with the candidate’s scoring abilities.

Benfield (2017) says that AI accelerates the hiring procedure, yet in addition in different
phases of hiring . He states that A.I. can assist in aspects of recruitment from job advertising,
managing applications, filtering, screening and communication with the applicants.

Dimple Agarwal, Josh Bersin, Gaurav Lahiri, Jeff Schwartz (2018) states that artificial
intelligence applications such as problem solving, one data driven function, streamline the
automated recruitment process in human resources.

Kanu A. M. et al. (2015) Qualitative and quantitative methodological methods to research

and outcomes of 59 small and medium businesses in interactions between recruiting and
selection practices. These conducted in-depth conversations with owners / managers and cross-
sectional owner / manager and staff reviews. SPSS used for results analysis. He recommends that
the owner / manager employ and choose the best employees, regardless of the number of
workers, using more international recruiting platforms, take health and wellness into account
prior to recruitment and selection as well as other recruitment and selection approaches. The
study was conducted with a lack of time and resources, self-reporting, limited, independent
variables, the prevalence of questionnaires, limited semi-circular interviews and, in the end,
insufficient sample frameworks.
 Manap N. et al. (2017) Higher importance of the building work ended in 2016 in the state
of Johor in Malaysia. Malaysia's construction industry has problems with skilled labour, which is
why it is important to recruit contractors with international skilled work to satisfy the need. He
researched two purposes in order to define requirements for hiring local skilled workers by the
construction firm and to research techniques that can draw local skilled workers to the
construction industry. Questionnaires were sent to Johor's G7 provider. Reliability data compiled
and analysed using SPSS. The outcome of this study indicates that the potential boss wishes to
work with him / her and needs young, trained, experienced and competent workers. In addition to
improving social services and providing more housing, some strategies are primarily concerned
with the provision of revenues such as salary increase, incentives, allowances and overtime
compensation. The research will function as a road-map to establish both the skills organization
and the contractor in order for the local skills staff to join the industry.

According to Ahmed et al. (2012) The fields that should be considered for the strong
motorway sector and the business as a whole have been revealed in procurement and method
management procedures utilized by major road building firms. Recruitment strategies will be
improved so employers will make use of their recruiting effort. In fact, there is a major
difference in the sum expended on hiring and skilled workers within the organizations. Although
certain companies believe that staff in offices are more critical than field personnel, changes may
contribute to a behavioral change in the organization. Statistics suggest that companies, in
addition to expending more resources to attract applicants for office, would be apparent to these
organizations, that an early commitment in the training of an appropriate applicant pool
minimizes the recruitment expense of applicants and the procurement of candidates with skills.

Adu-Darkoh et al. (2014) Selection and recruiting is one of the most important processes
in the pursuit of an organization's overall objective, as a human resource management tool. For
this report, workers for construction in the city of Ashanti are hired and chosen. The research
cantered in particular on the understanding of existing recruiting and selection procedures
implemented by construction companies, the detection of challenges and findings and feedback
based on my tests. The research further analysed recruiting and training literature. For the study a
complete list of 62 businessmen from Ghana's Ashanti Construction and Civil Engineering
Association division was used. Closed and open-ended questionnaires were used to determine
respondents' opinions about specific problems relating to recruiting and job hiring activities.

RACHANA C [January 2019] Recruitment & selection is a process that enables us to

manage and lead people in our organization. It is helps to know the capacity of the organisation
to take part in few key events. It also helps in understanding the workforce sources in an
organization, in order to understand the competitive advantages. Although all employees won’t
engage, it is proved that most of the employees utilise this methods and process. Managers
usually won’t encourage employees for discussion and the problem arises here. Employees are
blamed for the failures in the process, instead of knowing the weakness in the techniques,
methodology, practices and the process which has errors. All the errors are not because of the
methods, few are due to the human errors and decisions. It actually depends on the new
candidate hired, their potentiality and their effectiveness in aiming for the organizational goal.
Reduces Labour Turnover & Better Employee Morale are effective results of R & S process.
Ineffective recruitment is loss to both candidate and the organization, as it is waste of time and
money (The employee might leave the organization). Recruitment process involves valid
practices in reality. Generally, Managers wait for the feedback from their sub-ordinates (Line
Managers) to have an idea about incubation period and procedures to find out the mistakes and
rectify it. Most of the firm do not consider labour turnover. Selection process follows traditional
methods which consist of interviewing, testing, assessment, application forms, references and
few more. Selection process has both its merits and demerits. The best Selection technique is the
one which has effective reliability and validity.

JOY O EKWOABA, UGOCHUKWU U IKEIJE, UMUDIKENDUBUSIUFOMA [2015]

It explores the utilization of Fidelity Bank for the R & S process for convergence for exploring
its effects of organization. When a survey was conducted many enlisted factors came out and
uncovered choice criteria was out, which made an impact on the capital of the organization and
also on association executive. As many difficulties solved by the association executive, the R &
S criteria become stronger and better, utilising all resources in the organization.

Ms.G. KARTHIGA, Dr. R. KARTHI AND Ms.P. BALAISHWARYA [April 2015]

Recruitment is the process of identifying and searching potential workers and enhancing their
skills and empowering their employments. Determination is the key factor, through which the
organization classify their employees. They select the candidate who has meet the organizational
goals with all conditions applied without any restrictions. Hence it is suggested to follow all
kinds of recruitment strategies for selecting the best candidates for the vacant positions and also
to enhancing the performance.

Dr. SALITHA JARDAT [2014] The key factor that drives the Human Resources is R &
S process, which has inspired many associates. For better conclusive results, productive
recruitment and selection are used.

MAVIS ADU-DARKOH [June 2014] The Ultimate aim of R & S is to accomplish the
objective of human asset administrative work, which is fundamentally set up on execution of
association in the organization. This is to differentiate between recruitment process and selection
practices followed in an organization for business development. Many difficulties occur on this
process and they are distinguished as boundaries of recruitment and laborers of selection, which
consists of improper occupation investigation, low level of competency representatives, poor HR
assets, bad enrolment techniques and poor choice of workers, lack of offices and infrastructure,
and absence of expertise guidance. The R & S process reflect necessary activities of followed in
the organization.