Chapter 1. Introduction.

1.1. Rationale

Nowadays, thanks to the quick advancement of information technology, the phrase

"artificial intelligence (AI) software" is no longer obscure. Technology in particular
Artificial intelligence is causing a revolution never before seen in the recruiting sector
and even has a significant influence on the entire HR profession. LinkedIn reports that
76% of businesses think AI would significantly affect recruiting procedures. Although
artificial intelligence (AI) is a topic that many company owners in Vietnam are interested
in, it is not truly employed in commercial operations, notably in recruiting and human
resource development, which is a very delicate area that calls for a great deal of emotion.
Human psychology and skills. As traditional recruitment methods are now inefficient and
cost a lot of time and cost, businesses need an alternative, more optimized recruitment
solution. This is where the power of AI needs to be boosted, especially given the rapid
changes in recruiting and HR in the digital age. The hiring process often goes through
many steps to make the right decision when it comes to finding the right talent for your
company. At each stage, employers need to make the job attractive in order to attract and
find potential suitable candidates (Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S.,
Moore, N., Thrassou, A., & Ashta, A. 2021). However, when recruiters follow traditional
recruitment methods, such as by posting jobs and waiting for candidates to apply,
employers become reactive and time-consuming, and when they turn to headhunting
services to help find candidates, companies have to incur high costs. Some contend that
the use of artificial intelligence (AI) in recruiting has the potential to increase talent
rivalry regardless of the net balance of supply and demand. This possibility is mostly due
to the intense rivalry for passive job searchers, or those who are employed but are content
with their existing position and are not actively hunting for a new one. For instance, in
the past, recruiting companies were basically the only way to identify and reach passive
job searchers. These passive candidates' search radius is restricted to the company's
private network and databases. Additionally, using a search business is costly.

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 As attracting candidates through recruitment sites with rudimentary content is not
attractive and attractive to candidates at Bosch Vietnam and employers at Bosch Vietnam
need to improve their ability to exploit to select the right candidate for the company. So
that, this study presents the development process of the ChatGPT, a chatbot focused on
creating attractive content and improve interview questions in recruitment process of
Bosch Vietnam. ChatGPT was created by OpenAI, in which have real-time conversations
with artificial intelligence Chatbots that are comparable to human contact because of the
Natural language processing (NLP) model. It collects data from every conceivable
source, turns it into a transformer model, explains the relationships between various data
pieces, and then predicts intelligently which text to use when in Bosch Vietnam.
As a result, businesses seldom employ this established strategy for contacting
inactive applicants, thus shielding them from rivals. With the use of AI-powered
recruitment technologies, businesses can now contact hundreds of millions of passive job
searchers who have accounts on social media sites like Facebook or professional
networking sites like LinkedIn at a fraction of the cost of using search companies and
their fees. This study aims to answer the question by using a framework that includes all
the above-mentioned features. Therefore, the underlying research questions are
1. How is AI Technology adopted in recruiting?
2. How is AI Technology impacting recruitment process?
3. Should Bosch need to use AI technology in recruitment?

The rest of this paper is structured as follow. Section 2 identifies some related literatures
and section 3 introduces the existing recruitment process at Bosch Vietnam. Then, in
section 4, the study focus on providing the application of ChatGPT in the practices of
recruiting at Bosch with some further analysises, and finally is conclusion.

1.2. Research Methodology.

The research based on secondary data is carefully selected and has methods
suitable for this study. Secondary data are being collected for the second time and have
been collected from other sources, according to Johnston (2014). Because of secondary

2
analysis, inexperienced researchers can't get high-quality data and can solve challenging
research problems. Researchers who lack the time and funds to conduct the necessary
research can find solutions using accessible data (Johnston,2014). In other words,
secondary data analysis is a cost-effective alternative, which gives researchers (or
researchers) the opportunity to collect high-quality data of a small part of resources
needed for important preliminary research by collecting individual data.

Regarding this research, the secondary research exposes the research to a variety
of data types accessible in the database. If the researcher chooses the main research, its
availability will be very expensive and unrealistic. Bowen (2009) suggested that
researchers who use literature analysis should confirm that the selected papers are
accurate, reliable, authentic, representative and relevant to the research topic. This is done
to help evaluate the content of the material and the appropriateness of the information and
research objectives. The latest article on the debate between human resource management
and artificial intelligence is a priority for researchers. In order to evaluate the accuracy,
reliability, authenticity, and relevance of the selected written materials, a check of the
material content and source was also used. Researchers studied the integration of
artificial intelligence and human resource management in South Africa by reviewing
landmark articles, books, articles, and online resources. In addition, content analysis and
topic classification have been used for data analysis.

Recruiters who work for HR department in Bosch Vietnam, particularly at the

Bosch plant in Dong Nai, where ChatGPT will improve in this recruitment process, are
the study’s intended audience. To guarantee that the models are varied, employees from
HR department in various Bosch Global departments have access.

The most widely used is face to face and email interview have been conducted
with HR director and Talent Acquisition team to gather more information regarding the
present state of adopting for ChatGPT at Bosch. This would add qualitative data for the
research. Based on the results of a thorough literature study, the questions were updated
and revised from earlier studies to guarantee content validity.

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 This technique was used to determine the minimal sample number for the
suggested model. This research followed the 4 time - interviews with recruiters in HR
department, which clarified the impact of applying ChatGPT in recruitment process. Each
interview lasted approximately one hour. Each interview was audiotaped. Participants
were formally interviewed one time only. Each interview was transcribed, and a copy of
the transcription was given to the research participant to ensure the veracity of the
information and to allow for any necessary clarification of meaning to questions asked
and answered One audio tape was used for each interview. Following the transcription of
each interview, the audiotape was stored in a fireproof and locked location and will
remain there until the study formally concludes. Audiotapes will be destroyed three years
after the study is published. Participants were identified by name on the audiotape and
demographic data was collected at that time. At the time of transcription, the names of
the participants were replaced with demographic identifiers that allowed the researcher to
know their identity but ensured anonymity when using their information for publication.

This study is designed as a guide to understanding the adoption of AI Technology

in recruitment process, focusing on the implementation of ChatGPT at Bosch Vietnam. It
is the researcher’s hope that this effort will further the study of this important issue and
continue to encourage organizations to critically examine their organizational cultures to
apply this new app in their process. It is also hoped that ChatGPT will make a big change
for the organization and pro-actively affect personal and professional change specific to
this area.

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Chapter 2. Literature review

2.1. Theoretical framework

2.1.1. Technology-Organization-Environment (TOE) framework

Depietro et al. (1990) established the multi-perspective TOE framework, which is

an organization-level model. The TOE model debates the factors of technology adoption
that affect external and internal organizations with three group perspectives – technology,
organization, and environment. Reliability, security, capability, quality, relative cost
advantage, compatibility of IT solutions, and technological benefits are among the
technical concerns (Baker, J. In 2012; Parker and Kim, 2019; Kashiet Al, 2016). The
business point of view places special emphasis on a number of variables, including scope,
firm size, centralization and formalization of the organization, complexity of the
organizational structure, and human resource capacity. It also highlights the
organization's will (Sabherwalet et al., 2006; Berg and his partner, 2019; Parker and Kim,
2019; Daradkeh, 2019). In this investigation, Wymer and Regan (2005) look at whether
internal resources are accessible and how to use them. According to Awa and Kalu
(2010), firms must keep track on, assess, and respond to changes in the outside
environment by changing their internal resources. Environmental factors are considered
together with supplier and industry support, organizational competitors, governmental
rules and regulations, and enemies (Daradkeh, 2019; Puklavec et al., 2018). According to
Tornatzky and Fleischer (1990), these three views get over obstacles and enable the use
of cutting-edge technology in businesses. A theoretical foundation for utilizing AIT to
create TA technology has not yet been offered by the most recent study. When looking at
AIT for TA, the three TOE viewpoints mentioned above should be employed. The TOE
model is considered to examine the application of AIT to TA, business analytics and
intelligence (Cruz-Jesus et al., 2018; Rahman and Mordi, 2017), HRIS systems (Phahlane
and Kekwaletswe, 2017; Troshaniet al., 2010), online social recruitment (Kashiet al. .,
2016) consider the TOE model.

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 2.1.1.1. Task-technology fit (TTF) model

TTF presents a conceptual framework that is utilized as a user assessment model

to evaluate an organization's IS. This idea denotes "the extent to which innovation assists
individuals in performing their tasks" (Goodhue and Thompson,1995,tr. Page 216).
According to TTF (Howard and Ross, 2018; Laumer and Eckhardt, 2012), using
technology that is more appropriate for one's requirements can increase efficiency. The
studies discuss the adoption of technology using TTF are RFID (Laumer and Eckhardt,
2012), cloud-based ERP (Cheng, 2020), mobile banking (Tam and Oliveira, 2016),
gamification for training (Vanduhe et al., 2020), virtual learning system (Lin, 2012) and
learning management system (Qureshiet al., 2018; Erskine, M. A., Khojah, M., &
McDaniel, A. E. 2019). This study utilized TTF to comprehend the real application of
AIT for TA. The software is used by HR managers and executives in TA positions to
carry out various recruitment duties.

2.2. Definition of AI Technology (AIT)

Technology has made incredible strides with the advent of artificial intelligence.
In reality, there isn't just one meaning for "artificial intelligence"—different areas have
their own definitions and interpretations of the phrase. It is set up to reason (think) and
behave like people. Any device or piece of technology that has the capacity to learn and
act like a human brain when tackling particular issues fits the simplified definition of AI
provided above. In other words, the term AI may be defined as a technology that mimics
natural intelligence, but it has far more significance than that. It is quite difficult to use AI
effectively and realize its full potential. Technology has been used in management for a
long time, and this is well known. Innovation in management techniques is unavoidable
and is becoming more and more crucial for businesses to stay up with the rapid changes
in the environment and maintain a competitive advantage. To handle the huge amounts of
data and information available today, modern firms must undergo a digital transformation
and rely on tools like AI. Because of this, artificial intelligence (AI) is now widely used
in management techniques, which has had a profound impact on both how people work

6
and how firms run. This situation does not exclude that the HR industry must embrace
innovative technology or risk being surpassed. Organizations require innovative,
strategic, and holistic human resource management to address the capacity and
knowledge constraints presented by AI technology. The goal of human-machine
collaboration in the human resources department is not to replace humans with machines;
rather, it brings about a fundamental change in the way organizations recruit, train and
develop their workforce, and quickly and easily restructure difficult HR processes (Esch ,
P., Stewart Black, J., Franklin, D., & Harder, 2021). Organizations have recently begun
to express an interest in using AI technology in HR.

Because of developing of artificial intelligence (AI) technologies like machine learning,

augmented reality, virtual reality, robotics, chatbots, process automation robots, deep
learning, cognitive dialogue, Internet of Things, and Natural Language Processing (NLP)
are transforming the way HR managers conduct their work. According to McDonald and
Associates (2017), Kumar (2017), Tavana and Hajipour (2017), and others, AIT is mostly
utilized for hiring, training, employee engagement, and staff retention. The recruiting
process can be improved by AI technology, as reported by 96% of HR experts polled by
Alexander Mann Solutions (Nair, 2017). The concept of revenue is "a strategic approach
to identifying, attracting, and introducing top talent to efficiently and effectively respond
to dynamic business needs" (Bugg, 2015, p. 4). attracting talent (TA). International
businesses typically utilize AIT to oversee technical support operations, albeit each firm
uses it quite differently. Applying AI to TA is a crucial study area for HR managers since
it will help them better understand how to do so. Many studies have mentioned the use of
information systems (IS) for recruitment at the organizational level (Van Esch et al.,
2019; Tong,2009; Mogdam and his colleagues, 2015; Muduli and Trivedi,2020) and
artificial intelligence recruit from the perspective of employees and candidates (Van Esch
et al., 2019). The views of HR managers and companies on the implementation of AIT by
TA are rarely expressed in academic research and papers.

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A further $250 billion is spent by talent departments on solutions for applicant
evaluation, candidate interviewing, and candidate sourcing. Employers make efficiency
sacrifices and offer a disconnected experience across the personnel lifecycle as a result of
their investment in these different technologies. A pioneer in talent experience
management (TXM), Phenom is an integrated system that personalizes the whole talent
journey for applicants, recruiters, workers, and management. The business just made
available its research, Chatbots for Recruiting 2020 Benchmarks, which examines more
than 20 million chatbot interactions across more than 100 Phenom Bot implementations.
The analysis demonstrates how career sites with chatbots convert more applicants and
nearly quadruple the number of candidate leads.

The survey claims that chatbots are crucial to the employment process and that this fact
validates the necessity for businesses to embrace and use them. A medical institution had
a 1,142% increase in candidate leads in one use case's first 30 days.

Figure 1: Effectiveness of Chatbot in recruitment

Source: InsideBigDATA

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 2.3. Definition of ChatGPT

In this study, the focus is on a singular emerging technology, ChatGPT. General

Training Transformer (GPT) is the name of a particular kind of machine that can record
and produce lengthy complicated thinking sequences. It is possible to have real-time
conversations with artificial intelligence Chatbots that are comparable to human contact
because to the Natural language processing (NLP) model called ChatGPT created by
OpenAI. It is built on the GPT architecture, a language model that employs autonomous
processing to produce text that is reminiscent of human writing. ChatGPT collects data
from every conceivable source, turns it into a transformer model, explains the
relationships between various data pieces, and then predicts intelligently which text to
use when. ChatGPT and comparable systems can obtain corporate information training in
order to transform the industry using technological improvements.ChatGPT and related
systems may be trained on organizational data to modify the industry as technology
develops. A great example of a GPT-3.5 design is ChatGPT, a complex conversational
artificial intelligence (AI) system created by OpenAI. This is an advanced language
model that combines deep learning and natural language processing to generate dreaded
text responses related to live discussions. With a knowledgebase scheduled for September
2021, ChatGPT is designed to engage in conversations and provide insightful feedback. It
has been trained with a lot of different text materials, including books, documents,
websites, and other sources.

The transformer neural network architecture, capable of analyzing and understanding

context-dependent connections found in natural language, is the foundation on which
ChatGPT is based. The model can capture the relationships between many phrases and
words in a given text because it possesses many levels of self-attention. Through rigorous
pre-training and refining processes, ChatGPT has developed the ability to understand and
deliver consistent and circumstantial responses.

One of the most striking features of ChatGPT is its versatility in understanding and
generating text across a wide range of topics. By drawing upon its extensive knowledge

9
base, the model can engage in conversations on various subjects, including but not
limited to science, technology, history, art, literature, philosophy, and more. Users can
pose questions, seek explanations, express opinions, or simply engage in casual
conversation, and ChatGPT will endeavor to provide informative and engaging
responses.

The success of ChatGPT can be attributed to its immense scale and training methodology.
OpenAI has utilized a massive dataset, containing billions of sentences, to train the model
and enable it to capture the intricate nuances of language. Furthermore, reinforcement
learning techniques have been employed, allowing ChatGPT to iteratively improve its
responses through feedback from human AI trainers.

However, it is important to recognize that while ChatGPT is highly proficient in

generating text, it may occasionally produce responses that are inaccurate, irrelevant, or
nonsensical. This is primarily due to the limitations of the model, as it lacks real-world
experience and common sense reasoning. Additionally, ChatGPT might be influenced by
biases present in its training data, which can manifest in the form of skewed or
opinionated responses.

To mitigate these shortcomings and enhance the overall user experience, OpenAI has
implemented safety measures to ensure responsible usage of ChatGPT. These measures
include content filtering, moderation tools, and the encouragement of user feedback to
identify and rectify potential issues. OpenAI remains committed to continuous research
and development to address the limitations of the system, while also striving to uphold
ethical and inclusive principles.

The evolution of ChatGPT has the potential to fundamentally change the way humans
interact with machines. Whether it will be used for good or evil is yet to be determined,
but one thing is for sure, it will likely have a major impact on our lives in the years to
come. To ensure that technology is used ethically and responsibly as it develops and
advances, it is important to take into account both its potential benefits and risks. Based

10
on training data, Chat GPT generates answers. One of the chatbot applications is
ChatGPT, an extremely efficient language model that simulates human-machine
interfaces using ML techniques. There are several uses for ChatGPT, including content
creation, translation, and summarization.

2.4. Definition of recruitment

Recruitment is a multifaceted and crucial process within the domain of human resources
management that involves identifying, attracting, and selecting qualified individuals to
fulfill specific job roles within an organization. Essentially, it is the systematic approach
of seeking out potential candidates, both internally and externally, who possess the
necessary skills, qualifications, and experience to contribute effectively to the success
and growth of the company.

The recruitment process begins with a comprehensive analysis of the job requirements
and responsibilities, leading to the formulation of a detailed job description and person
specification. Subsequently, various sourcing methods are utilized, such as online job
portals, social media platforms, career fairs, employee referrals, and headhunting, to
reach out to a diverse pool of potential candidates. Once applications are received, the
recruitment team meticulously screens and evaluates each applicant's qualifications and
suitability, often conducting interviews and assessments to gauge their compatibility with
the organizational culture and values.

The goal of recruitment is not solely limited to filling vacant positions; it also involves
building a pipeline of talented individuals who can be considered for future roles, thus
fostering a proactive approach to talent acquisition. Moreover, recruitment plays a pivotal
role in shaping an organization's employer brand and reputation, as candidates'
experiences during the recruitment process significantly influence their perception of the
company.

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Overall, effective recruitment practices are instrumental in ensuring the continuous influx
of skilled personnel, enhancing organizational performance, and ultimately driving
success in today's competitive and dynamic business landscape.

2.5. Advantages of ChatGPT in recruitment.

2.5.1. Save time for employers time by automating high-volume tasks

ChatGPT's ability to automate high-volume tasks can significantly save time for
employers in several ways. Firstly, it can handle multiple inquiries simultaneously,
enabling it to efficiently address a large volume of customer or employee queries
concurrently. This eliminates the need for human employees to individually respond to
each inquiry, saving a substantial amount of time and effort.

Additionally, ChatGPT is capable of providing quick and accurate responses. Its natural
language processing capabilities allow it to understand and interpret complex questions
or requests accurately, providing relevant and precise information or solutions in a timely
manner. This eliminates the need for employees to spend valuable time researching and
composing responses, especially for frequently asked questions or common issues.

By automating these high-volume tasks, employers can streamline their operations and
allocate their human resources more effectively. Human employees can then focus on
more complex and strategic tasks that require critical thinking, creativity, and personal
interaction, such as problem-solving, decision-making, and building relationships with
customers or clients. This not only optimizes the utilization of human talent but also
enhances employee satisfaction by engaging them in more meaningful and fulfilling
work.

Furthermore, ChatGPT's automation of high-volume tasks ensures consistency in

responses. It reduces the risk of human errors or inconsistencies that may arise due to
fatigue, workload, or variations in individual knowledge or experience. This consistent

12
and reliable service can enhance customer satisfaction, as they receive prompt and
accurate assistance consistently, regardless of the time or volume of inquiries.

Overall, by leveraging ChatGPT to automate high-volume tasks, employers can save

significant time and resources. They can improve operational efficiency, increase
productivity, enhance customer satisfaction, and enable their employees to focus on
higher-value activities. This not only saves time but also drives overall business growth
and success.

2.5.2. Engage candidates with targeted ads

ChatGPT's ability to engage candidates with targeted ads stems from its advanced
natural language processing capabilities and interactive conversational abilities.
Employers can leverage ChatGPT to create dynamic and interactive advertisements that
go beyond static job postings. With ChatGPT, employers can engage candidates in
personalized conversations, allowing them to gather information about the candidates'
skills, qualifications, and preferences.

By interacting with candidates, ChatGPT can provide a tailored experience, delivering

job-related information that aligns with the candidate's background and interests. This
personalized approach enhances the candidate's engagement and interest in the advertised
position. Furthermore, ChatGPT can answer specific questions or concerns candidates
may have, providing real-time responses and clarifications. This interactive and
responsive nature of ChatGPT's conversations helps create a positive and engaging
experience for candidates.

In addition, ChatGPT can adapt its communication style to match the preferences and
communication patterns of different candidates. This flexibility allows for a more natural
and relatable interaction, fostering a sense of connection between the candidate and the
employer. It also enables employers to showcase their company culture and values
through conversational exchanges, giving candidates a glimpse into the organization's
ethos. By using targeted ads powered by ChatGPT, employers can reach candidates who

13
are more likely to be interested and qualified for specific positions. By tailoring the
content and delivery of advertisements, employers can attract candidates who possess the
desired skills and meet the job requirements. This improves the efficiency of the
recruitment process by focusing on candidates who are a better fit, saving time and
resources for both the employer and the candidate.

Overall, ChatGPT's ability to engage candidates with targeted ads lies in its capacity to
provide personalized, interactive, and informative conversations. By leveraging these
capabilities, employers can create engaging and compelling ad campaigns that capture the
attention of candidates, improve the quality of applicants, and enhance the overall
recruitment process.

2.5.3. Craft job descriptions

ChatGPT offers valuable assistance in crafting comprehensive and compelling job

descriptions. It can generate a range of suggestions to enhance various aspects of the job
description. Starting with job titles and summaries, ChatGPT can propose suitable titles
that accurately reflect the position's responsibilities and seniority level, while also
generating concise summaries that highlight key objectives and expected outcomes.

Additionally, ChatGPT can provide detailed descriptions of responsibilities and tasks,

considering the desired qualifications and requirements. By generating specific and clear
descriptions, it helps candidates gain a comprehensive understanding of the role and their
potential responsibilities. When it comes to required qualifications and skills, ChatGPT
can suggest the necessary educational background, experience, certifications, technical
skills, and soft skills that are essential for the position. It can offer examples or expand on
each qualification to assist hiring managers in articulating their requirements effectively.

Moreover, ChatGPT can help describe the company's mission, values, and culture,
enabling candidates to assess their fit with the organization. It can highlight unique
aspects of the company, such as its team-oriented environment or commitment to
innovation. Furthermore, ChatGPT can provide suggestions for benefits, perks, and

14
compensation packages associated with the position, including details on salary range,
health benefits, vacation policies, and additional incentives. These details can attract and
engage potential candidates.

Lastly, ChatGPT can generate a list of desired qualities and traits that would contribute to
success in the role. By highlighting qualities such as adaptability, problem-solving skills,
or leadership abilities, ChatGPT helps candidates better understand the company's
expectations. However, it's important to note that while ChatGPT offers valuable
suggestions, human involvement is crucial to review and fine-tune the job description,
ensuring it aligns with the organization's specific needs, culture, and values.

2.5.4. Create interview question

ChatGPT offers several advantages in the recruitment process when it comes to

creating interview questions for recruiters. Firstly, ChatGPT can generate a diverse range
of interview questions. It has the ability to analyze the job requirements, desired skills,
and competencies provided by recruiters and generate a pool of questions that cover
various aspects of the role. This diversity ensures that recruiters can evaluate candidates
comprehensively and obtain a holistic view of their abilities and suitability for the
position.

Secondly, ChatGPT can provide recruiters with relevant and up-to-date interview
questions. It can incorporate the latest industry trends, emerging technologies, or specific
job-related challenges into the questions it generates. This ensures that the interview
questions remain current and aligned with the evolving demands of the job market. By
staying updated, recruiters can effectively assess candidates' knowledge, adaptability, and
their ability to address contemporary challenges within their field.

Furthermore, ChatGPT can help in formulating thought-provoking and open-ended

interview questions. These types of questions can go beyond simple factual responses and
encourage candidates to demonstrate their critical thinking, problem-solving skills, and
ability to analyze complex situations. By posing such questions, recruiters can gain

15
deeper insights into candidates' ability to handle challenging scenarios, evaluate their
communication skills, and assess their overall fit for the position.

Another advantage is the consistency and standardization that ChatGPT brings to the
process of creating interview questions. Recruiters can provide ChatGPT with a set of
predefined guidelines and criteria, ensuring that the generated questions align with the
specific requirements of the position. This consistency helps to minimize bias and
ensures that all candidates are evaluated against the same set of criteria, promoting
fairness and objectivity in the interview process.

Additionally, ChatGPT can assist recruiters in tailoring interview questions for specific
roles or levels within the organization. Different positions may require different sets of
skills, competencies, and experiences. By providing ChatGPT with specific instructions
and context, recruiters can generate interview questions that are customized to the unique
requirements of each job category. This customization ensures that the questions
effectively target the core competencies and challenges associated with the role.

Moreover, ChatGPT can enhance the efficiency of the interview question creation
process. It can generate many questions in a relatively short period, significantly reducing
the time and effort required by recruiters to create questions manually. Recruiters can
then review, select, and refine the most relevant and impactful questions from the pool
generated by ChatGPT, thus saving time while ensuring the quality of the questions.

2.6. Hypothesis development

2.6.1. Technology characteristics (TEC)

Technology, including hardware, software, mobile applications, websites and AIT,

is the tool people use to carry out activities. In the context of IS, they can be used by
people to complete tasks. According to Howard and Rose(2018), "TEC" refers to the
characteristics of technology, which forces a person to perform specific activities in the
department. In particular, chatting, sending emails and creating job descriptions are
technical support activities that AI technology can perform. Before using a new

16
technology, the top management will consider its advantages (Premkumar and
Roberts,1999). It is important to check this relationship, because although artificial
intelligence technology has the functions needed to carry out technical support activities,
it still needs to match the technical support activities of the organization. The necessity of
measuring ADP means that TEC is very important.

H1. TEC of AIT positively affects the ADP of AIT for TA.

2.6.2. Adoption (ADP) and actual usage (ACU) of AIT for TA

While adoption does not always imply the use of new technology, it does indicate
that companies have decided to use it and have allocated the necessary resources to
acquire it (Zhu et al. al., 2006). It is important to check the connection between the ADP
and the real ACU. According to research by Chong and Chan (2012). ADP refers to an
organization's decision-making procedure to select new technology to meet its needs.
According to the authors of this study (Burton-jones and Grange, 2013), actual use is
defined as the assistance that technology provides users in achieving their technology
goals. The link between ADP and ACU mentioned in the study was done on RFID and
business intelligence systems (Puklavec et al., 2018; Chong and Chan, 2012). Because it
will save time and money, AI technology will replace TA's responsibilities and improve
the acquisition of talent. The usage of it by HR managers will so continue (Bersin, 2018).
Applying AIT to TA might alter the way that it is actually utilized to carry out TA tasks
because of the benefits that HR managers can gain from it.

H2. ADP of AIT for TA will positively influences the ACU of AIT by HR
managers.

2.6.3. Cost-effectiveness (COS)

To be cost-effective, the organization must spend in AIT for recruiting, which

implies that there must be an investment in its acquisition. Businesses should invest in
AIT for hiring, specifically chatGPT, since it may reduce costs and save time by
automating various recruitment stages. The language model may do routine duties such
17
as reviewing resumes, scheduling interviews, and responding to commonly asked queries
from prospects, freeing human recruiters to work on more crucial duties. As a result, the
hiring process takes less time and money. AIT also eliminates boring tasks like gathering
and screening resumes from websites and doing preliminary interviews. As AIT for
recruitment also provides quicker and more accurate results while saving time and
money, it is crucial to comprehend the influence of COS on task technology (TTF) fit for
TA. When hiring, some companies use financial incentives (McDonald et al., 2017; Van
Esch et al., 2019).

H3. COS of AIT for TA will positively affect the task technology fit (TTF) for TA

2.6.4. Relative advantage (REA)

REA gauges how much a new innovation is seen as being superior to the idea it
replaces, according to Rogers and Williams (1983, p. 14). According to a rigorous meta-
analysis conducted by Tornatzky and Klein since 1982, RA is regularly linked to the
acceptance of innovation. The use of RA has also been used to study the implementation
of contemporary technological models (Gillenson & Sherrell, 2002). RA offers
psychological insights into technology, or in this study's context, a format, hence it is
likely to have an impact on how task-technology fit is perceived, presented, and built.

H4. Relative advantage (RA) will be positively related to perceptions of task-

technology fit (TTF).

2.6.5. Task technology fit (TTF) and actual usage (ACU) of AIT

TTF states that technology will be employed when it enhances individual

performance to the degree required for the work at hand. TTF also affects how people
choose to use technology to carry out various work-related tasks (Goodhue and
Thompson, 1995). Consumers will only utilize mobile banking, it has been discovered, if
technology suitably facilitates their job (Zhou et al., 2010). TTF is regarded as one of the
key measures of IT user utilization (Dishaw and Strong, 1999; Osmonbekov, 2010). TTF
has been demonstrated to have an effect on end-user ACUs for cellular technology (Tam
18
 and Oliveira, 2016). The recruiting process is precisely automated by AIT for TA, which
handles the tedious paperwork associated with talent acquisition (Albert, 2019). If AIT
correctly carries out the different TA duties, this might result in frequent use of AIT for
TA.

H5. TTF to AIT for TA influences the ACU.

Technology The Adoption of AI

H1 H2 Actual Usage of AI
Characteristics (TEC) Technology to
Technology for
Recruitment (ADP)
Recruitment

H5

Task-tehnology
fit (TTF)

H3 H4
Cost
Relative
Effectiveness
Advantage
(COS)
(REA)

Figure 2: Proposed Model

2.7. The traditional recruitment process

The traditional recruiting procedure does not have a clear model of how it should operate;
rather, it has been identified and defined in various ways by various researchers
(Acikgoz, 2019). The viewpoints of the company and the candidate both have an opinion
on the traditional hiring procedure, according to Acikgoz (2019). However, there aren't
many models that connect different points of view. As a result, it's crucial to take into

19
account the viewpoint from which the hiring process is handled. These many models for
proposed workflows have numerous steps that are the same. According to Carroll,
Marchington, Earnshaw & Taylor (1999), Mueller & Baum (2011), Thebe & Van der
Waldt (2014), the initial stage is frequently for a company to identify if a role or vacancy
is inside the firm. need to be completed, then analyzing career opportunities, then
developing job descriptions, and finally choosing preferable employee descriptions. Five
linked components make up Breaugh's (2008) model for the hiring process. Setting a
hiring goal, including details on how many positions to fill and what qualities, such as
skills, work experience and certifications, among others, is the first stage in the process
recruitment. recruits want to live, and educate. The next stage is to create a plan, where
the business should decide what kind of people to hire, what channels they want to reach
their target audience, the message they want to convey, and whether there are any
financial constraints. applied or not (Breaugh, 2008). Internal, external or walking
sources are all accepted (Moser, 2005). The third step is the recruiting activity, when
decisions are made on the recruitment strategy, the employers who will hire, and whether
or not they need to extend their stay. The company is described in Breaugh's recruiting
process' third stage, and the applicant variables are included to the model in stage four.
This covers candidate worries about things like how appealing they are for the job, what
to anticipate from a job offer, or alternative possibilities they could have. Also covered
are the applicant's procedures for self-awareness and decision-making. The hiring result,
which is correlated with all previous stages, is the final and fifth step of the hiring
process. This is the end result of the whole hiring process, thus it must coincide with the
business's original hiring goals and be clear throughout the entire process of developing
the strategy. Strategies and procedures for recruiting (Breaugh, 2008). As stated by
Breaugh (2008), after all of these steps have been completed, a company has really
employed a new employee to fill the position.

2.8. Application of AI Technology in recruitment in ASIA and Vietnam.

2.8.1. Recruitment in ASIA

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 In the field of recruitment, Artificial intelligence (AI) is the term used to describe
intelligent computers and software that, without human interaction, exhibit behaviors that
are comparable to those of humans. AI chatbots have become quite popular in the
recruitment process, offering effective and robotic alternatives for multinational
corporations. Some Asian nations have implemented chatbots using artificial intelligence
to streamline their hiring procedures. Singapore, a nation well-known for its technical
advancement, is this nation. In order to automate the initial screening process, respond to
candidates' inquiries, and give pertinent information about open opportunities, several
firms in Singapore have implemented AI chat bots into their recruiting platforms. For
example, An artificial intelligence conversation robot named Jim, for instance, has been
used by DBS Bank, one of the biggest banks in Southeast Asia, to promote recruiting.
Jim engages with the applicants, offers information about the open position, and responds
to their inquiries. It contributes to streamlining the preliminary screening procedure and
ensuring a reliable and successful applicant experience. Japan is another nation that use
AI chatbots in its hiring process. The ninth company will start using ChatGPT technology
this month, according to the second-largest trading firm in Japan.

21
 Figure 3: Region Analysis
Source: Transparency Market Research
2.8.2. Recruitment in Viet Nam

There are now little over 1,600 Vietnamese professionals conducting research and
working in domains relevant to artificial intelligence, according to data from the World
Intellectual Property Organization (the United Nations' specialized agency). Only around
700 of them operate in this field in Vietnam; the rest are employed abroad. Although AI
provides a variety of support in the recruitment field, such as automatically searching for
potential candidates based on job announcements, resume screening, chatbots, or digital
interviews, it has only recently been adopted by HR tech companies in Vietnam, but it
primarily focuses on the early stages of the recruitment process. The demand for hiring
AI people in Vietnam has increased significantly over the past few years, but there hasn't
been a lot of supply, according to Tran Trung Hieu, CEO of the recruiting portal TopCV.
10% of the market's recruiting demands are met by the AI staff supply in Vietnam, in
addition to the fact that there are several chances on the international market.

Now, firms' hiring procedures frequently take too long, which results in employers losing
potential applicants to rivals. AI will assist with data collection, resume classification,
candidate response, and even resume analysis to identify the most qualified individuals.
Recruiters, on the other hand, may concentrate on duties like developing employer
brands, forging connections with prospects, and making hiring judgments that AI cannot.
While HR specialists may concentrate on administration and counseling, automated
settings from AI will probably allow Vietnamese firms naturally engage with hundreds of
candidates each month and be available to answer all of their queries 24/7. Particularly
those in the IT industry, many Vietnamese businesses are increasingly employing high-
quality personnel instead of unskilled or middle-class labor. The Ministry of Information
and Communications estimates that by 2025, Vietnam will require roughly 1.2 million IT
workers, but the infrastructure now in place can only fulfill more than half of that
demand. Businesses must revamp their corporate cultures and provide enticing policies in

22
terms of pay and career advancement chances in order to attract excellent employees
rather than just many of them.

Chatbots are used by businesses to classify and introduce applicants, among other things.
The chatbot sends information on corporate policies, internal finances, and significant
documents automatically. Chatbots help to create a referral process that is more effective
as a result. After finding new personnel, training them is the HR department's second
responsibility. When a mass communication technology like email is used to inform staff
members about training programs, expect poor participation rates. Chatbots, on the other
hand, gather data from staff members about the sector and the dates of training sessions
that they want to attend in order to provide suitable schedules and course selections. To
put it another way, chatbots assist businesses in enhancing the quality of their training
programs while also enabling staff to easily access programs that are customized to their
needs.

Employees won't have to write an email to the HR department and wait several days or
even weeks for a response when they have queries regarding insurance, unions, personnel
policies, pay and bonus rules, and other topics since they will be assisted right away by
the chatbot. In other circumstances, the chatbot's anonymous nature enables staff
members to speak candidly and share their opinions on how the company is run.

In order to better understand employee satisfaction, identify issues, and take swift action
to address them, managers should use chatbots. In the current digital era, the use of
technology in general and chatbots in particular should not only be restricted to the
sphere of customer service but also should extend to internal administrative roles inside
the company. With the most cutting-edge technology on the market in Vietnam, FPT.AI
Conversation was developed by eminent engineers. When it comes to streamlining the
hiring, training, and matching procedures, HR managers can firmly rely on it.

Although chatGPT is currently only available to foreign companies, users in Vietnam in

general and in Ho Chi Minh City must install a virtual private network and have an

23
authentication phone number abroad in order to create a user account. As a result, the use
of chatGPT for recruitment in Vietnam is still not very common.

Chapter 3. Recruitment Process at Bosch Vietnam

3.1. Overview

The Bosch Group, a multinational engineering and technology company with its
headquarters in Germany, maintains a branch called Bosch Vietnam there. Among the
sectors in which Bosch Vietnam operates are those related to automotive technology,
industrial technology, consumer products, energy, and construction technology. The
business has a significant presence in Vietnam and is well known for its knowledge of
industrial solutions, power tools, home appliances, and automobile components.

Manufacturing, R&D, sales, and after-sales services are all included in Bosch Vietnam's
operations. Many of the company's production plants in Vietnam produce a variety of
goods, including household appliances, power equipment, and automobile components.
Bosch's dedication to locally produced goods and its support for the growth of the
Vietnamese manufacturing industry are both evident in these production sites.

As an employer, Bosch Vietnam is renowned for its dedication to employee growth and a
supportive workplace culture. The business provides a variety of training and
development programs to improve the knowledge and abilities of its personnel.
Additionally, Bosch Vietnam emphasizes a culture of innovation, teamwork, and
sustainability, fostering an environment where employees can thrive and contribute to the
company's success. Bosch Vietnam also actively engages in corporate social
responsibility initiatives. The company is involved in projects related to education,
environmental sustainability, and community development. Bosch Vietnam's CSR efforts
aim to make a positive impact on society and contribute to the sustainable growth of
Vietnam.

Ho Chi Minh City became the location of Bosch's first representative office. With two
branch offices in Hanoi and Da Nang as well as a Powertrain facility in the province of

24
Dong Nai that makes continuously variable transmission belts (CVTs) for automobiles,
Bosch has increased its activities in Vietnam since 2007. Additionally, Bosch maintains
an R&D facility for automotive technology as well as a facility for technology and
business solutions in Ho Chi Minh City. Beginning in June 2022, the Center for Research
and Development of Technology and Enterprise Solutions will increase the size of its
Hanoi operations. In Vietnam, Bosch reported consolidated sales of more than 192
million euros for the fiscal year 2021. Male. As of December 31, 2021, Bosch employed
over 5,000 people and engaged in a wide range of commercial activities in Vietnam.

Ho Chi Minh City became the location of Bosch's first representative office. With two
branch offices in Hanoi and Da Nang as well as a Powertrain facility in the province of
Dong Nai that makes continuously variable transmission belts (CVTs) for automobiles,
Bosch has increased its activities in Vietnam since 2007. Additionally, Bosch maintains
an R&D facility for automotive technology as well as a facility for technology and
business solutions in Ho Chi Minh City. Beginning in June 2022, the Center for Research
and Development of Technology and Enterprise Solutions will increase the size of its
Hanoi operations. In Vietnam, Bosch's fiscal year 2021 saw consolidated revenue of over
192 million euros. Male. Bosch has more than 5,000 employees as of December 31,
2021, and its commercial operations in Vietnam were diverse.

3.2. Vision and Mision

The Bosch Company is acknowledged as the top technology and service supplier
in the world. It will rise to more than 421 by the end of December 2022. Around the
world, there are thousands of employees. According to the corporation, there would be
88.2 billion euros in global sales in 2022. Four business sectors include transportation,
business, consumer, energy, and engineering. Bosch offers cutting-edge solutions for
linked mobility, industry 4.0, and smart homes as a pioneer in the Internet of Things. The
goal of Bosch is to create a vibrant, secure, and ecologically sound future. The firm uses
its know-how in hardware, software, and services, as well as its own Internet of Things
cloud, to provide its clients with cross-domain connectivity solutions from a single

25
source. The goal of the Bosch Group's strategy is to allow connected life via the
application of artificial intelligence (AI) in both privately developed and jointly
manufactured goods and services. Bosch creates popular, cutting-edge products and
services that enhance people's lives all around the world. Simply told, Bosch creates
"Invented for Life" technology. Bosch is driven to create products that are "Invented for
Life," arouse curiosity, improve quality of life, and promote resource preservation. The
Bosch mission statement "We Are Bosch" reflects this. It lists the company's fundamental
values, competitive advantages, and strategic priorities.

Seven guiding principles—from a prospective outlook to a profitable attitude to cultural

diversity—that together make up the business's aim shape the company's corporate
culture.

3.3. Recruitment Process at Bosch Vietnam

Figure 4: Recruitement Process

Source: Human Resource Department

 Step 1. Accept the application and make a recruitment plan

26
 Direct management (HOD) would suggest hiring using the human resources
management framework (HRD) based on the development strategy and the current
human resource condition. The hiring manager (HRM) provides the information to the
human resources business partner (HRBP), who then sends the request for a job
application to the talent acquisition team (TA). Internal recruiting and unforeseen
recruitment will be the two recruitment strategies used by Bosch HcP Vietnam.
Following completion of the recruitment application, the job description form, and the
job standards, the recruitment department gets a request from HRBP and creates the
recruiting plan according to the deadline. From workers, company employees to senior
positions, the recruitment time standard will range from 15 days to 90 days. In case of
overdue recruitment, the recruiter in charge of recruitment must report the situation to the
Department Head (HOD) and Hiring Manager (HM) within 5 working days, so as to
solve or request support in time.

Prior to being accepted by the recruiting office, all HR recruitment proposals must be
authorized by HRBP. People who are selected by the direct manager but are not
authorized by HRBP will not be hired until the hiring procedure has been completed. A
recruiting strategy will also be created by the talent acquisition office and will include the
following details: Information on the need for recruitment; the quantity of hires needed;
the standards for hire; etc.; personnel allocation utilized for hires and departmental
coordination; the sources and technique of hire; Budget for hiring costs; the date, time,
and location of the aforementioned activities. The recruitment materials created by the
recruitment office include the following.
 Introduction information: The introduction of the company has been reviewed by
the company. Recruitment information: accurate and sufficient information about
the recruitment position, describing the company's work and welfare policies,
timeline of application, etc.
 Contact information: telephone number, e-mail of recruitment office, company
recruitment page.

27
 Figure 5: Job Advertisement
Source: Human Resource Department, 2023
Human resource employee will provide information on the job's requirements,
compensation, bonus, and perks attached to this bulletin board. In addition, it briefly
describes the distinctive cultural aspects of the university to attract applicants. The
Recruitment Department will produce communication content, such as job posts with
some fundamental details about openings, using an internal source of applicants. Every

28
month on the fifth, the company sends an internal recruiting notification to all of its
workers via internal message boards and other methods of communication. Officers have
the authority to suggest competent individuals to the company's current workforce.
The Company will send the employee a promotional gift for the SAP consultant in the
amount of 6,000,000 VND per candidate when the nominated qualified candidate
successfully completes the probationary term and signs an official labor contract with the
Company. The Internal Candidate Referral Form is filled out by employees and sent to
the Recruitment Department.
Step 2. Search, attract candidates and screen resumes

Following the creation of a recruiting strategy, the hiring team will create a recruitment
announcement that details the qualifications for each position, post it online, and
distribute it internally as well as through communication channels and job boards. The
candidate can determine whether or not to apply based on this announcement. Regarding
potential outside sources, employees use the applicant database, job postings in the
media, and recruiting services as the best and most efficient sources of candidates.
In order to select the best services for the University's recruiting needs, the Talent
Acquisition Department thoroughly examined the service offerings of job-hunting
websites. The TA department next went over the materials it had gathered and made a
hiring judgment based on the standards outlined in the Job Description for evaluating the
quality of applicant profiles. The Technical Support Department will work with the
Recruitment Director to conduct a professional competency exam for the applicant if the
job's requirements call for it. Initial candidate profiles provide the following criteria like
contact information, education, work experience and achievement.
Step 3. Interview Recruitment Department
-
The Recruitment Department recorded in the candidates’ CV.

29
 Figure 6: Interview Process
Source Self-synthesized author

Step 4 Direct interview manager

For each opening, the recruitment department will present the board of directors
with at least two to three prospects for an interview and a professional evaluation.

The Board of Directors will take part in the examination of this phase if the candidate is
from the Specialist level or higher, in which case they will decide whether or not to let
them take part in the presentation test. For applicants at the Associate level and lower, the
Recruitment Department is required to take part in a Management Board interview. They
check the candidate's knowledge of the subject. High expertise is always a good indicator
of a strong candidate. Every work role requires knowledgeable and skilled employees in
that sector.

1. Pass: The Management Board and the Recruitment Department work together to
negotiate staff salaries based on candidate’s skills

2. Fail: The Recruitment Department writes a note of appreciation and keeps looking
through and vetting applicant’s profile.

Most of the time, an interview, entrance exam, or aptitude test is used to evaluate a
specialist's expertise. For them to assess whether they are a suitable fit, you should also
find out more about their motivations for seeking work and let them know about
upcoming opportunities.

Step 5 Offer Letter

30
 Candidates who passed receive email notifications from the recruitment
department. A confidentiality agreement and information about the working
circumstances will be signed the day the employment is accepted. The preparation of the
processes for new workers is communicated to the Management Board, HRBP, and
relevant departments by the recruitment department.

The recruitment department will get in touch again up to three times after the initial
contact through phone, email, or phone message if the new employee doesn't show up to
accept the position and can't be reached within three days. A candidate will not get an
email if the conversation is unsuccessful.

New hires must successfully complete a probationary term before being hired. For newly
hired personnel, the human resources division is in charge of creating and submitting a
probationary contract for the Head of Department to sign.

3.3.1. Advantages

Bosch The conventional hiring methods used in Vietnam provide a number of

benefits that increase the efficiency with which top talent is attracted and chosen. Firstly,
it allows for a more personalized and human-centric approach to candidate selection.
Through face-to-face interviews and in-person interactions, recruiters and hiring
managers can assess candidates not only based on their qualifications but also on their
interpersonal skills, cultural fit, and overall compatibility with the company's values and
work environment.

Secondly, the traditional recruitment process provides an opportunity for direct and
immediate feedback. Candidates can receive real-time feedback during interviews, which
helps them understand their strengths and areas for improvement. This feedback loop
fosters transparency and allows candidates to make adjustments and enhance their future
performance.

31
Furthermore, the traditional recruitment process allows for a more thorough evaluation of
candidates. In-person interviews and assessments enable recruiters to gauge a candidate's
non-verbal communication, body language, and overall demeanor, providing a holistic
perspective beyond what can be captured in a resume or application form. This
comprehensive evaluation can lead to more accurate candidate assessments and informed
hiring decisions.

Another advantage is the ability to build personal connections and establish rapport.
Face-to-face interactions during interviews and recruitment events create opportunities
for recruiters and candidates to establish a genuine connection. This personal touch can
help candidates feel more valued and engaged with the company, enhancing their overall
candidate experience and increasing their likelihood of accepting an offer.

Lastly, the traditional recruitment process may be preferred by certain candidates who
value personal interaction and face-to-face communication. Some individuals may feel
more comfortable and confident expressing themselves and showcasing their skills in a
direct interview setting, leading to a more accurate representation of their abilities and
potential fit within the organization.

3.3.2. Disadvantages

While Bosch Vietnam is a reputable company, there can be some disadvantages

associated with its traditional recruitment process. Firstly, the traditional recruitment
process may be time-consuming. The need to manually review resumes, conduct multiple
rounds of interviews, and coordinate with various stakeholders can result in a lengthy
hiring timeline. This can lead to delays in filling crucial positions and potentially missing
out on top talent who may accept offers from other companies in the meantime.

Another disadvantage is the limited reach of traditional recruitment methods. Relying

solely on job postings on company websites or local job portals may not effectively reach
a diverse pool of candidates. This can result in a lack of diversity and a narrower talent
pool, potentially missing out on valuable perspectives and skill sets that could contribute

32
to the company's growth and innovation. Job postings at Bosch Vietnam are still limited
in providing job posting content, for example, the content of the post is still rudimentary
and has not mentioned the benefits to attract candidates to participate or the post says
benefits but does not follow the youth trend to attract candidates.

Beside that, although the company has an email file available to respond to candidate
emails, from the first round interview invitation to the candidate rejection letter, all are
available, it's just in one Microsoft Word File that has already had. But if someone loses
that file, the recruiter faces a lot of risks and difficulties in finding and rewriting all the
email replies to the candidate. Of course, they can also come up with a solution that is to
search online for how to write an interview invitation email or they can find the old email
and copy it in but these can take them a lot of time and effort of the employer when
having to do it all over again.

Last but not least, recruiters must always read candidate CVs and prepare questions
before interviewing them. They have to think three to five or maybe ten questions to be
able to utili into their candidate. For example, a recruiter read the CV of a candidate for
the position of Talent Acquisition Specilist and they must prepare questions for that
candidate. They have to prepare 30 minutes in advance to prepare questions before they
start the interview with the candidate or they have to prepare and think for a long time to
be able to come up with the questions. This has caused recruiters to waste time and if
they are not well prepared, they will exploit and choose the wrong person. Therefore, this
has made it difficult for recruiters to exploit and select suitable candidates.

It's important to note that while these disadvantages exist in the traditional recruitment
process, companies like Bosch Vietnam can mitigate them by exploring and adopting
modern recruitment practices and leveraging technology-driven solutions to enhance their
recruitment strategies.

3.4. Discussion/ Analysis

33
 During the interview with the employee at Bosch Vietnam, the employee
highlighted the various ways in which ChatGPT can support recruitment processes
beyond candidate assessment. The TA mentioned that ChatGPT has the potential to assist
in creating job postings, drafting email communications, and generating interview
questions. The insights shared by the employee regarding the additional support functions
of ChatGPT in hiring emphasizes its adaptability and capability to speed up a variety of
activities in the hiring process. By automating the creation of job postings, organizations
can save time and effort, ensuring that key information is effectively communicated to
potential candidates. Furthermore, the ability of ChatGPT to assist in drafting email
communications presents an opportunity to improve communication efficiency and
maintain consistent messaging. This aligns with previous research that has explored the
use of AI in automating email responses and improving candidate engagement (Kapoor &
Wattal, 2020; Dolev & Barzilay, 2021).

Additionally, this interviewee mentioned that ChatGPT can generate interview questions,
which can be particularly helpful when preparing for structured interviews or conducting
initial screening interviews. By leveraging ChatGPT's language generation capabilities,
recruiters can obtain a diverse set of questions tailored to specific roles and qualifications,
facilitating a more standardized and efficient interview process. The incorporation of my
supervisor's insights highlights the broader utility of ChatGPT in recruitment beyond
candidate assessment. By automating tasks such as job posting creation, email drafting,
and question generation, organizations can optimize their resources and enhance the
overall recruitment experience for both recruiters and candidates. However, it's crucial to
take into account the possible restrictions and difficulties brought on by depending
entirely on ChatGPT for these tasks. The need for human oversight, quality control, and
customization should be emphasized to ensure that the generated content aligns with
organizational values, language style, and specific job requirements (Pillai, R., &
Sivathanu, B. 2020). By integrating this employee's perspective into the dissertation
analysis, the artical have expanded the discussion on ChatGPT's role in recruitment to

34
include its potential support functions beyond candidate evaluation. The insights shared
by the interviewee underscore the practical applications of ChatGPT in enhancing
recruitment efficiency and effectiveness.

3.5. Resources for adopting AI Technology at Bosch

In comparison between the interview result from the employee at Bosch and
hypothesis, relative advantage (REA) is the variable that has the biggest impact on
adopting AI Technology (ChatGPT). Because it can provide for HR employee at Bosch
Vietnam many things that HR can save time and do some tasks immediately. As a
consequence, they are capable of performing their duties as effectively as possible and
are aware of the significance of AI Technology (ChatGPT) in the recruiting process. The
level to which an invention, in this case ChatGPT, is thought to be superior than already-
existing practices or technology that it seeks to replace or improve is referred to as
relative advantage. The relative advantage factor would analyze how using ChatGPT in
the recruitment process at Bosch Vietnam provides advantages over traditional methods.
This may include faster response times, increased accessibility for candidates,
standardized evaluations, improved data-driven insights, and enhanced candidate
experience, as mentioned earlier.

Secondly, cost – effectiveness (COS), HRM just need international phone number to
create an account for HR Department they just need to ask the IT team to create one
account for HR department, from that everyone can use it very easily and do not spend
any money for it. In addition, Cost-effectiveness refers to the efficiency of utilizing
resources to achieve desired outcomes. When implementing ChatGPT in the recruitment
process at Bosch Vietnam, the cost-effectiveness factor would assess whether the benefits
gained from using the chatbot outweigh the associated costs. For example, the cost of
developing and maintaining the chatbot, including training the model, integrating it into
the recruitment system, and providing ongoing support, should be evaluated in
comparison to the time and cost savings it brings, such as reduced workload for recruiters
and improved scalability.

35
Furthermore, modern technology is becoming more inventive, and Bosch Group, the
leading supplier of technology and services globally, includes Bosch Vietnam in this
trend. So, in the recruitment process, ChatGPT has a lot of technology characteristics that
can help TA solve many problems in HR department. Technology characteristics
encompass the features and capabilities of ChatGPT as an AI-powered chatbot. The
technology should be reliable, secure, and able to handle natural language processing
effectively. ChatGPT should be capable of understanding and generating human-like
responses, ensuring a smooth and seamless conversation with candidates. Additionally,
the technology should be adaptable to different platforms and channels, making it
accessible to a wide range of candidates. These characteristics enable ChatGPT to fulfill
its role effectively and provide a satisfactory user experience.

Task-technology fit ultimately refers to how effectively ChatGPT fulfills the criteria and
goals of Bosch Vietnam's hiring process. Technology must be adapted to the
organization's unique requirements and ongoing recruitment efforts. ChatGPT should be
designed to meet the company's recruitment objectives, such as pre-screening candidates
based on specific qualifications or conducting preliminary assessments. The integration
of ChatGPT should be seamless, ensuring a coherent and integrated recruitment process.
By aligning the capabilities of ChatGPT with the specific tasks and goals of the
recruitment process, the technology can effectively support and facilitate the efficiency
and effectiveness of the process.

With these resources, Bosch Vietnam should consider implementing chatGPT in its
recruitment process due to several compelling reasons. Firstly, chatGPT offers cost-
effectiveness by automating tasks like pre-screening and initial candidate qualification,
reducing the workload of human recruiters and saving time and resources. Secondly, it
provides a relative advantage over traditional methods, offering personalized and
interactive experiences to candidates, collecting valuable data-driven insights, and
enhancing overall efficiency and competitiveness. Thirdly, chatGPT exhibits favorable
technology characteristics, including reliable natural language processing and

36
adaptability to different platforms, ensuring a seamless and user-friendly experience.
Lastly, chatGPT's task-technology fit aligns with Bosch Vietnam's recruitment objectives,
addressing specific pain points and streamlining the process. Overall, Bosch Vietnam is
able to use chatGPT to enhance the applicant experience, increase recruiting
effectiveness, and deliver data-driven selections, all of which contribute to the
organization's ability to attract people more successfully and achieve success

3.6. Case analysis

3.6.1. Ari, the recruiting chatbot from textrecruit

The TextRecruit Company created Ari as a chatbot. This firm was founded in
California in 2014, specializing on mobile terminals for human resource communication.
In order to give clients tools to optimize communication when seeking, choosing, and
integrating candidates, it depends on new digital technologies and artificial intelligence.
Using mobile applications best suited for youthful audiences and connections,
TextRecruit offers communication with applicants. This is a contemporary, user-friendly,
and efficient approach of luring workers with practically no fraud: no need to download
programs, no need to go to particular websites, no need to complete forms or submit
documents. It allows for communication across the most popular platforms used by users,
including Facebook, LinkedIn, Messenger, WhatsApp, WeChat, Skype, and text
messaging.

The main objective is to locate as many potential candidates as possible and persuade
them to submit an application without feeling pressured. The major objective of Ari
Chatbot is to automate all of the straightforward and repetitive tasks that employers must
complete since they provide little value in comparison to the time and effort needed to
complete them. As a result, until the recruiters in charge of managing the process return,
Ari may manage each candidate's process depending on their availability and reaction
every day to exercise control over more crucial and consequential activities. Ari can find
and improve certain resumes from ATS databases like ADP, CareerBuilder, Greenhouse,
Jobscience, SmartRecruiters, or TargetRecruit.

37
Ari may be altered to fit the brand and public relations plan of any business. Its numerous
capabilities allow it to be adapted to the unique requirements of each enterprise. Ari is
able to: (1) examine resumes or online databases; (2) compile a shortlist of applicants and
rate them in accordance with preset standards; (3) get in touch with them using their
preferred communication method; and (4) inquire about their knowledge, abilities, and
experience; (5) inform them of the job's requirements, company values, and culture; (6)
elicit their interests and motivations; and (7) gather administrative data about the
applicant, (8) get online-shared papers, (9) schedule a face-to-face or virtual interview,
(10) respond to frequently asked questions, and (11) outline the process's next phases,
(12) Remain in touch with candidates throughout the recruiting process to ensure they
don't feel ignored or forgotten. Considering that Ari's actions are confined to the
particular subject of recruiting, it has a high degree of expertise and is able to respond to
practically any query.

A lot of applicants can be in conversation at once with Ari. Even if the younger
generation is already quite familiar with artificial intelligence, it understands and employs
a wide variety of ordinary words to make the conversation seem as natural as possible
and prevent the listener from realizing they are speaking. Moderators keep an ear to the
ground when Ari and the applicant speak, and they have the power to take back control if
necessary or if artificial intelligence so demands, for example, by posing a question that
is too complicated or incredibly specific so that Ari can already guess the answer. Ari,
which is based on IBM's well-known Watson technology, can learn through machine
learning by examining the intricacies of human recruiters' replies and improving them,
then imitating them as prospects react. These and other issues are brought up. 80% of the
upstream recruiting operations, according to TextRecruit, can be entirely automated by
Ari and carried out just as well as by human recruiters. XPO Logistics, Liberty Mutual
Group, CDW Corporation, Randstad Holdings, and Sodexo are just a few notable
companies who employ Ari.

3.6.2. The different between Ari and ChatGPT

38
When it comes to the recruitment process, there are distinct differences between Ari, a
product offered by TextRecruit Company, and ChatGPT. While both systems aim to
streamline the hiring process, there are compelling reasons why organizations should
consider using ChatGPT over Ari.

Firstly, ChatGPT offers a more versatile and adaptable solution compared to Ari. As an
AI language model developed by OpenAI, ChatGPT has been trained on an extensive
corpus of text from various sources, making it capable of understanding and generating
human-like responses across a wide range of topics. This versatility allows ChatGPT to
handle different recruitment scenarios, from initial candidate screening to answering
complex questions about job requirements or company culture. In contrast, Ari, as a
product specifically developed by TextRecruit, may have limitations in terms of its
ability to handle diverse inquiries or respond to unexpected questions outside its
predefined scope.

Secondly, ChatGPT's ability to learn and improve over time provides a significant
advantage. Through a process called reinforcement learning, ChatGPT can continuously
update its knowledge base and refine its responses based on user feedback. This adaptive
learning approach allows ChatGPT to become increasingly proficient in understanding
context, providing more accurate and relevant information to candidates and recruiters
alike. Ari, on the other hand, may lack the capability to learn and evolve as it may rely on
a fixed set of rules and responses, potentially limiting its effectiveness in handling
complex recruitment scenarios or adapting to changing hiring needs.

Another crucial advantage of ChatGPT is its scalability and availability. As a cloud-based

AI model, ChatGPT can handle multiple conversations simultaneously, ensuring a
seamless user experience even during peak recruitment periods. Its availability on various
platforms, such as web applications or messaging apps, allows candidates and recruiters
to access the system conveniently from different devices. In contrast, Ari's availability
and scalability may be constrained by the infrastructure and resources provided by

39
TextRecruit, potentially leading to limitations in handling high volumes of recruitment
interactions or causing delays in response times.

Furthermore, ChatGPT's natural language processing capabilities enable it to understand

and generate responses in a conversational manner, enhancing the user experience. It can
interpret and respond to nuanced inquiries, allowing candidates to engage in meaningful
conversations and obtain the information they need more efficiently. While Ari may
possess some level of natural language processing, it may not offer the same level of
conversational ability or responsiveness as ChatGPT.

Lastly, the continuous advancements and research in AI by OpenAI provide a strong

assurance of ongoing improvements and support for ChatGPT. OpenAI has a track record
of refining its models and regularly releasing updates to address limitations and enhance
performance. This commitment to research and development ensures that ChatGPT will
benefit from future advancements in AI technology, leading to improved recruitment
experiences. In contrast, Ari's development and support may be limited to the resources
and priorities of TextRecruit, potentially resulting in slower innovation and less access to
cutting-edge AI capabilities.

In summary, while Ari from TextRecruit Company may offer some value in the
recruitment process, the advantages of using ChatGPT are substantial. ChatGPT's
versatility, adaptive learning, scalability, conversational capabilities, and ongoing support
from OpenAI make it a compelling choice for organizations seeking an AI-powered
solution for their recruitment needs. By leveraging ChatGPT, organizations can benefit
from an advanced and continuously improving AI system that can handle a wide range of
recruitment scenarios, provide accurate and relevant information, and enhance the overall
recruitment experience for candidates and recruiters alike. However, due to time
constraints, some of the drawbacks of ChatGPT will be studied in a later article.

Chapter 5: Recommendations

5.1. Adoption ChatGPT in Recruitment Process.

40
 5.1.1. Write job advertisements.

According to the author's investigation, ChatGPT created a job posting for a training and
development Manager position at Bosch Vietnam that included a lengthy job description
that was ready for publication and appeared to have been written by an HR specialist. As
an example, Training and Development Manager or a similar role, preferably in a
multinational company is one of the prerequisites for the industry. ChatGPT is a very
helpful tool to have if recruiters are short on time and need to submit high-quality job
advertising but are not natural writers. As a result, it has a generic feel, and they advise
tailoring the job postings to truly highlight the employer brand, corporate goal, values,
and culture of business. After seeing the first results, the author updated the prompt and
included information about the organization, culture, and function of the game, before
tweaking a few things to make it even more distinctive. It accelerated the hiring process,
and the outcome was far better.

Additionally, ChatGPT can ensure the inclusion of crucial information in job

advertisements. Recruiters can provide key details such as required qualifications,
responsibilities, and benefits to ChatGPT, which can then generate comprehensive and
accurate descriptions. This reduces the chances of important information being omitted
and provides candidates with a clear understanding of the position, helping them make
informed decisions about applying. By adopting ChatGPT for writing job advertisements,
recruiters can also save valuable time and effort. Instead of spending hours crafting each
ad manually, they can leverage ChatGPT's efficiency to generate multiple variations of
job postings in a fraction of the time. Recruiters can then allocate their time towards other
critical recruitment tasks such as candidate evaluation and interviewing.

Furthermore, ChatGPT can contribute to reducing bias in job advertisements. By

providing clear and neutral guidelines to ChatGPT, recruiters can ensure that the
generated content adheres to inclusivity and fairness principles. This helps attract a
diverse range of candidates and promotes equal opportunities in the recruitment process.

41
So that, writing job advertisements with precision and clarity contributes to cost-
effectiveness by attracting a higher number of qualified candidates, reducing the need for
additional recruitment efforts or outsourcing expenses. Well-crafted job advertisements
that effectively communicate the unique selling points and benefits of the position can
provide a relative advantage to the organization by enticing top talent and differentiating
the opportunity from competitors in the market. Investing time and effort in writing
compelling job advertisements can yield long-term cost savings and a competitive edge,
as it increases the likelihood of attracting suitable candidates efficiently and effectively,
ultimately leading to successful hiring outcomes.

5.1.2. Write email templates for recruitment.

In today's competitive job market, recruiters are constantly seeking ways to

optimize their recruitment processes and enhance their communication with candidates.
ChatGPT, a powerful language model developed by OpenAI, provides recruiters with a
valuable tool for writing emails that can revolutionize their approach to candidate
outreach. There are several compelling reasons why recruiters should consider
incorporating ChatGPT into their email writing process. using ChatGPT is the assurance
of consistent and professional communication. Writing emails that convey the right tone,
adhere to proper grammar and structure, and maintain the organization's brand voice can
be challenging. With ChatGPT, recruiters can leverage its language proficiency and
natural language processing capabilities to ensure that each email adheres to the desired
standards. By providing well-structured and grammatically correct emails, recruiters can
enhance their professional image and positively impact the candidate's perception of the
organization.

Moreover, ChatGPT can be trained with specific company guidelines and branding
elements. This means that recruiters can customize the model to reflect the organization's
values, mission, and unique selling points. By incorporating these elements into the email
drafts generated by ChatGPT, recruiters can ensure that their messages align with the
organization's overall brand identity. This consistency in messaging can contribute to a

42
strong employer brand and help attract top talent who resonate with the organization's
values and culture.

Additionally, ChatGPT allows for a personalized touch in candidate communication. By

inputting individual candidate information, such as their specific achievements or
interests, ChatGPT can seamlessly incorporate these details into the email drafts, creating
a personalized experience for each candidate. This level of personalization can help foster
a stronger connection between the candidate and the organization, increasing the
likelihood of engagement and positive responses.

Another benefit of adopting ChatGPT for writing email templates is its ability to handle
high-volume recruitment communication. Recruiters often need to send similar messages
to multiple candidates, such as interview confirmations or application acknowledgments.
ChatGPT can generate email templates that can be easily customized and personalized at
scale, allowing recruiters to save time and effort while ensuring each candidate receives a
tailored message.

Furthermore, ChatGPT can help in crafting professional and well-structured email

templates. It can generate templates that follow the appropriate tone, format, and etiquette
of recruitment communication. Whether it's an initial outreach, interview invitation,
rejection letter, or offer letter, ChatGPT can ensure that the email templates maintain a
professional and polished appearance. By being consistent in communication, an
employer may better project a professional and reputable image to prospects, making a
lasting impression.

So that, crafting compelling email templates for recruitment fosters a harmonious task-
technology fit by leveraging appropriate communication channels and tools that
seamlessly align with the demands of the recruitment process. Meticulously curating
email templates ensures precise and concise communication, equipping candidates with
vital information and instructions pertaining to the recruitment tasks, thus optimizing
task-technology fit and minimizing any potential confusion or inefficiencies. Tailoring

43
email templates to the specific tasks and technologies involved in the recruitment process
empowers recruiters to effectively convey their expectations, requirements, and
subsequent steps, ultimately fostering a fluid task-technology fit and facilitating a
streamlined and cohesive recruitment journey.

5.1.3. Create Interview Questions

Creating interview questions by using ChatGPT that can provide a diverse range
of well-crafted and thought-provoking questions. ChatGPT's extensive knowledge base
allows it to generate interview questions that cover various aspects of a candidate's skills,
experience, and problem-solving abilities. Recruiters can rely on ChatGPT to suggest
innovative and relevant questions, helping them gain deeper insights into candidates'
capabilities and suitability for the role. ChatGPT can help in generating relevant and up-
to-date interview questions. It can incorporate the latest industry trends, emerging
technologies, or specific job-related challenges into the questions it generates. Recruiters
can rely on ChatGPT to stay informed about the latest developments in the field and
ensure that their interview questions remain relevant and effective in assessing
candidates' knowledge and adaptability.

ChatGPT's natural language processing capabilities enable it to formulate thought-

provoking and open-ended interview questions. Such questions can encourage candidates
to showcase their critical thinking, problem-solving skills, and ability to handle
ambiguity. By stimulating deeper reflection and analysis, these questions provide
valuable insights into a candidate's ability to tackle complex tasks, communicate
effectively, and demonstrate their potential to contribute positively to the organization.
For example, if recruiters want to prepare an interview for the candidate for training and
development executive position, they can write the exact question that ChatGPT can
create interview questions about that position. It will give the answer that the recruiters
can know about skills, knowledge, case studies, etc. Additionally, ChatGPT can assist in
tailoring interview questions for specific roles or levels within an organization. Whether
it's entry-level positions, managerial roles, or specialized positions, ChatGPT can adapt

44
its question generation process to meet the unique requirements of each job category.
This customization ensures that the interview questions address the specific competencies
and challenges associated with different positions.

Thus, utilizing ChatGPT to assist in the development of interview questions throughout

the hiring process has several benefits, including effective time-saving, developing
different questions, appropriate for job responsibilities, and questions of the proper size.
like-mindedness, consistency in judgment, and adaptation for various ends. roles.
Through the use of ChatGPT, employers may improve the effectiveness and quality of
the interviewing process. As a result, creating interview questions have a positive affect
with Technology Characteristics to adopt AIT in Recruitment Process and can put it into
the actual usage of AIT for recruitment. Making interview question can take into account
the specific technology characteristics relevant to the job role, ensuring that candidates
are assessed on their proficiency and knowledge in the required technologies. Tailoring
interview questions to the technology characteristics allows recruiters to evaluate a
candidate's problem-solving skills, adaptability to new tools, and ability to leverage
technology effectively in their role. By aligning interview questions with technology
characteristics, recruiters can gain valuable insights into a candidate's technical
competence, ensuring a better fit for the position and increasing the chances of success in
utilizing technology within the organization.

In summary, AI technology is having a significant impact on the recruitment process,

specifically in the areas of writing job advertisements, crafting email templates for
recruitment, and creating interview questions. Firstly, AI-powered tools like ChatGPT
can generate well-written and comprehensive job descriptions, attracting qualified
candidates by effectively communicating the role's requirements and responsibilities.
Secondly, AI can streamline candidate engagement by automating the creation of
personalized email templates, ensuring timely updates and enhancing the candidate
experience. Lastly, AI technology assists in creating interview questions by identifying
key competencies and behavioral traits aligned with job requirements, leading to a more

45
structured and objective assessment process. These advancements in AI technology
positively impact recruitment by optimizing candidate sourcing, engagement, and
assessment, ultimately improving the overall efficiency and effectiveness of the
recruitment process.

Chapter 6. Conclusion

The adoption of ChatGPT in the recruitment process at Bosch Vietnam holds great
potential for enhancing efficiency, effectiveness, and objectivity. By leveraging the
capabilities of this advanced language model, the HR team can optimize three key areas
writing job advertisements, crafting email templates for recruitment, and creating
interview questions with case studies. Writing job advertisements using ChatGPT allows
for the generation of compelling and comprehensive descriptions that attract and engage
potential candidates. The model can be fine-tuned to reflect the company's tone and style,
ensuring brand consistency and portraying Bosch Vietnam as an appealing employer. The
use of ChatGPT in crafting email templates for recruitment streamlines communication
between the HR team and candidates. By generating personalized emails, the model saves
time and ensures clarity and professionalism. Moreover, training the model to respond to
frequently asked questions can provide consistent and accurate information, further
enhancing the candidate experience. Creating interview questions with case studies using
ChatGPT enables a more in-depth assessment of candidates' skills and problem-solving
abilities. The model generates tailored questions that simulate real-life scenarios,
allowing interviewers to evaluate candidates' analytical thinking, creativity, and practical
application of knowledge. However, it is important to acknowledge that while ChatGPT
can be a valuable tool, human involvement and judgment remain essential. Regular
monitoring, training, and fine-tuning of the language model are necessary to align it with
Bosch Vietnam's specific requirements, ensuring fairness and inclusivity in the
recruitment process.

Considering the questions posed, the adoption of AI technology in recruiting has

transformed the recruitment process at Bosch Vietnam. It has improved the efficiency

46
and effectiveness of various recruitment activities, resulting in better candidate sourcing,
engagement, and assessment. With the evident advantages of AI technology, it is
recommended that Bosch continues to leverage this technology in their recruitment
efforts. In response to the first question, AI technology is adopted in recruiting through
the utilization of ChatGPT, which assists in generating job descriptions, crafting email
templates, and creating interview questions. This integration of AI enhances the
recruitment process by automating certain tasks and providing valuable insights and
support to recruiters. Regarding the second question, AI technology has a significant
impact on the recruitment process. It simplifies and expedites tasks such as job
advertisement writing and candidate engagement, leading to time and resource savings.
Furthermore, AI technology enhances the quality and objectivity of candidate assessment,
ensuring a more thorough and fair evaluation process. Lastly, in response to the third
question, Bosch should continue to embrace AI technology in its recruitment endeavors.
The benefits witnessed through the adoption of ChatGPT demonstrate the potential for
increased efficiency, improved candidate experiences, and better hiring outcomes.
However, it is crucial to note that while AI technology is a valuable tool, it should
complement human judgment and decision-making rather than replace it entirely.
Recruiters should maintain their expertise in evaluating candidates and make final
decisions based on a holistic assessment that combines AI insights with their experience
and intuition. In conclusion, the adoption of AI technology, specifically ChatGPT, has
brought significant advantages to the recruitment process at Bosch Vietnam. Writing job
advertisements, crafting email templates, and creating interview questions have been
made more efficient and effective with the support of AI. The impact of AI technology is
evident in improved candidate sourcing, engagement, and assessment. Therefore, it is
recommended that Bosch continues to integrate AI technology in its recruitment strategy
to enhance efficiency, optimize candidate experiences, and make informed hiring
decisions.

47
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Appendices:
APPENDIX 1 TABLE OF RECRUITMENT SERVICES WEBSITES

Table 1
PAGE
NO. SERVICES DESCRIPTION
NAME
Consumers will receive satisfactory
Basic records, improving their chances of
discovery on the mobile app.
Vietnamwork
1 Consumers will receive qualified resumes,
s
easy to use, job postings within minutes,
Advance
posts optimized to attract candidates from
multiple sources

50
 Regular Posting Post job in 30 days, bold and red headlines
Extra Package in 30 days
Post job in 30 days, bold and red headlines
Extra Plus Package
in 30 days, 02 job posting refreshes
Post job in 30 days, show at "Top positions
Effect Package
by 01 industry" in 7 days
Post job in 30 days, prominently displayed
Effect Plus
at "Top priority positions by 01 industry"
Package
for 15 days
Post job in 30 days, show at "Top positions
Power Package by 01 industry" for 7 days, post
outstanding jobs in 30 days
Job posting in 30 days, prominent display
Careerbuilde Power Plus at "Top priority positions by 01 industry"
2
r Package in 15 days, outstanding job posting
template in 30 days
Post job in 30 days, display at "Top
positions by 01 industry" for 7 days,
VIP Package featured job posting template in 30 days,
display at "Featured Jobs" on homepage
for 7 days.
Post job vacancies in 30 days, prominently
VIP Plus Package
displayed at "Top priority position by 01
industry" for 15 days, prominent job
posting form in 30 days, displayed at
Premium Package "Featured priority jobs" on the homepage
within 15 days, share the job posting (01
post) on CareerBuilder.vn's social network
3 Smart SmartRecruiters This is the core product of

51
 SmartRecruiters, which encompasses a
comprehensive set of features to streamline
the entire recruitment process. It includes
Talent Acquisition
tools for job posting, candidate sourcing,
Suite
applicant tracking, interview scheduling,
candidate assessment, and collaboration
among hiring teams.
SmartCRM (Candidate Relationship
Management) allows recruiters to build and
maintain relationships with potential
SmartCRM candidates over time. It helps in creating
talent pools, engaging with passive
candidates, and nurturing relationships for
future hiring needs.
Recruiter SmartAssistant is an AI-powered feature
that automates certain aspects of the
recruitment process. It can help with tasks
SmartAssistant such as resume screening, candidate
matching, and interview scheduling,
thereby saving time and improving
efficiency.
SmartJobs is a feature that enables
employers to post job openings to various
job boards and social media platforms
SmartJobs
directly from the SmartRecruiters platform.
It helps reach a wider candidate audience
and attract qualified applicants.
SmartGlobal is designed to support
SmartGlobal
multinational organizations with their

52
 global hiring needs. It offers multi-
language support, localized job postings,
and compliance with regional hiring
regulations.
SmartStart is a pre-configured version of
SmartRecruiters specifically tailored for
small and medium-sized businesses
SmartStart
(SMBs). It provides a simplified, ready-to-
use solution that caters to the specific
needs of SMBs.

Source Recruitment Department

APPENDIX 2 IDENTIFYING THEMES

The author interview a group of colleagues (A1 to A4) who are using chatGPT in Talent
Acquisition team to collect the information about how chatGPT can support in
recruitment process

Interviewer “What do you think about if we apply chatGPT in recruitment process?”

A1: “ If we use chatGPT in recruitment, we will apply it to job posting, prepare interview
question, create job description, write email for candidate.”

A2: “ In my point of view, I think applying ChatGPT in the recruitment process can
enhance efficiency and improve candidate engagement through automated support and
personalized interactions.”

A3: “Sound interest, I believe that implementing ChatGPT in the recruitment process can
augment decision-making by providing valuable insights, streamlining candidate
screening, and ensuring a more thorough evaluation of potential hires.”

53
A4: “I am in agreement that the utilization of ChatGPT in the recruitment process can
greatly enhance diversity and inclusion efforts by reducing bias in candidate screening
and selection, ensuring a fair and equitable hiring process.”

Interviewer “Besides job posting, do you think chatGPT has any other support?”

A1: “In my opinion, chatGPT can support you in first step like: it can prepare some
questions and utilize candidates for you in interview in the best way possible.”

A2: “I think ChatGPT can provide valuable support in candidate engagement by

answering frequently asked questions, providing updates on application status, and
offering a personalized touch throughout the recruitment process.”

A3: “ In my point of view, ChatGPT can be utilized for training and development
purposes, recommending learning resources, answering employee questions, and
providing guidance on various topics, fostering continuous growth and upskilling within
the workforce.”

A4: “I agree that ChatGPT can play a significant role in collecting employee feedback
and conducting surveys, allowing organizations to gather valuable insights, identify areas
of improvement, and enhance the overall recruitment and onboarding experience because
of identifying areas of improvement through employee feedback, and our company can
make informed decisions and allocate resources effectively, potentially reducing time and
cost associated with addressing inefficiencies or concerns in the recruitment and
onboarding processes.”

Interviewer “Do you think chatGPT can help us write a sample email to our candidate if
we lost email file or we did not have any email before?”

A1: “Of course, chatGPT can support you about the content because it can save your time
and reduce your cost to give you a lot of sample email to give your candidate.”

54
A2: “In my opinion, ChatGPT can be extremely helpful in such situations by assisting in
writing a sample email to the candidate when the original email file is lost or no previous
email correspondence exists.”

A3: “I think ChatGPT's ability to generate accurate and personalized content can create a
relative advantage for Bosch Vietnam by ensuring that candidates receive professional
and timely communication, even in unforeseen circumstances.”

A4: “I agree that utilizing ChatGPT to generate a sample email in the absence of previous
communication can be a valuable solution, reflecting the innovative and resourceful
approach that our company can adopt to optimize their candidate engagement and
recruitment processes.”

APPENDIX 3 EMAILS TO CANDIDATES

Thank you letter

55
Invitation Letter

56
Offer Letter

57
58
APPENDIX 4 JOB POSTING ADVERTISEMENT

59
APPENDIX 5 Interview Questions

60