Abstract
Human Resource Management has never been devoid of recruitment because the standards of people that are recruited define the future of organizations in terms of growth and success. Manual screening of resumes and shortlisting of candidates are some of the key challenges that traditional job recruitment approaches encounter in the contemporary employment industry. One job advertisement may get hundreds of resumes, and recruiters do not have many time to go through resumes in detail. The manual procedure is not only time-consuming, but also full of unconscious bias and inconsistency. Consequently, a large number of relatively qualified candidates are usually shunned and organizations lose time in vacancy filling. One approach that has come out to deal with such challenges is Artificial Intelligence (AI). With technologies like Natural Language Processing (NLP), Machine Learning (ML), and predictive analytics, AI is able to sift through thousands of resumes within minutes, distil important qualifications, put candidates experience into context, and score suitability. AI makes the screening process more precise since they do not identify only the keywords but also the relevance of experiences. The process of shortlisting candidates is further complemented by predictive modelling, gamified tests, and AI-based video interviews that combined enable recruiters to gain even better understanding of how a candidate might perform and fit in the position.AI in recruitment has a number of benefits. It is more efficient in terms of time-to-hire, more consistent in terms of evaluations, promotes diversity since a concise bias reduces the recruitment process, and improves the candidate experience by including chatbots driven by AI that give updates and provide support. Companies like Unilever, IBM, Infosys, and LinkedIn have already implemented AI in the recruitment process and helped to cut down hiring time and enhance the quality of workforce. Meanwhile, constraints should not be disregarded. The bias in the algorithms, data privacy and laws, like the GDPR, a lack of human sense, and how the candidates view unbiased procedures are some of the reasons why AI use in recruitment must be considered with caution and moral responsibility. The general image reveals that AI does not supplant human recruiters but it is a formidable support tool. A hybrid model is the best option, though the first steps of resume screening and shortlisting are done by AI, cultural compatibility, interpersonal skills, and final selection are assigned to human recruiters. In the future, the combination of AI and other technologies like block chain to authenticate credentials, AR to create virtual tests, and emotional AI to detect personalities will continue to change the way recruitment is done. The Artificial Intelligence has thus gone beyond being a technological instrument in the employee recruiting process, it has become a philosophical change of direction into quicker, fairer, and more objective employee recruiting. Done conscientiously, it can assist organizations to obtain varied talent, boost employer branding and stay competitive in the digital age. Keywords: Artificial Intelligence, Resume Screening, Candidate Shortlisting, Recruitment Efficiency, Bias Reduction, Predictive Analytics.
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