Impact of Artificial Intelligence on Recruitment and Selection

Abstract

Recruitment has always involved a mix of judgment and administration. Recruiters read applications, compare experience with job requirements, arrange interviews, and try to make a fair decision within a limited time. Artificial intelligence (AI) tools now assist with some of these tasks. They can sort resumes, match skills to vacancies, answer routine questions, and help schedule interviews. These uses may save time, but they also raise questions that cannot be answered by speed alone: are suitable candidates being identified, do applicants understand how they are assessed, and can the process disadvantage particular groups? This paper proposes a study of AI use in recruitment and selection, focusing on recruitment efficiency, perceived fairness, candidate experience, and the role of human review. A mixed-methods design is proposed. A questionnaire would gather responses from HR professionals, recruiters, job seekers, and employees, while interviews with a smaller group of HR professionals would provide more detailed examples. Academic publications and institutional reports would be used to frame the study. The paper does not present completed survey findings; its hypotheses and sample plan are proposals to be tested. The intended contribution is a practical, balanced account of how organizations can assess AI recruitment tools without assuming that automation is automatically faster, fairer, or more accurate