AI in talent acquisition: a review of AI-applications used in recruitment and selection
| DOI | https://doi.org/10.1108/SHR-04-2019-0024 |
| Date | 14 October 2019 |
| Pages | 215-221 |
| Published date | 14 October 2019 |
| Author | Edward Tristram Albert |
| Subject Matter | Hr & organizational behaviour,Employee behaviour |
On another note
AI in talent acquisition: a review of
AI-applications used in
recruitment and selection
Edward Tristram Albert
Abstract
Purpose –The purpose of this study is to explore the current use of artificial intelligence (AI) in the
recruitment and selectionof candidates. More specifically, this research investigates the level, rate and
potentialadoption areas for AI-tools across the hiring process.
Design/methodology/approach –To fulfill that purpose, a two-step approach was adopted. First, the
literature was extensively reviewed to identify potential AI-application areas supporting the recruitment and
selection (R&S) process. Second, primary research was carried out in the form of semi-structured thematic
interviews with different types of R&S specialists including HR managers, consultants and academics to
evaluate how much of the AI-applications areas identified in the literature revieware being used in practice.
Findings –This studypresents a multitude of findings. First,it identifies 11 areas across the R&S Process
where AI-applications can be applied. However, practitioners currently seem to rely mostly on three:
chatbots, screening software and task automation tools. Second, most companies adopting these AI-
tools tend to be larger, tech-focussed and/or innovative firms.Finally, despite the exponential rate of AI-
adoption, companies haveyet to reach an inflection point as they currentlyshow reluctance to invest in
that technologyfor R&S.
Research limitations/implications –Due to the qualitativeand exploratory nature behindthe research,
this study displaysa significant amount of subjectivity, and therefore,lacks generalisability. Despite this
limitation, this study opensthe door to many opportunities for academic research, both qualitative and
quantitative.
Originality/value –This paper addresses the huge research gap surrounding AI in R&S, pertaining
specificallyto the scarcity and poor quality of the current academic literature.Furthermore, this research
provides a comprehensive overviewof the state of AI in R&S, which will be helpful for academics and
practitionerslooking to rapidly gain a holistic understandingof AI in R&S.
Keywords Big data, Human resources, Artificial intelligence
Paper type Research paper
Introduction
In 2018, the artificial intelligence (AI) industry was valued at a staggering $1.2tn according
to Lovelock et al. (2018) and 61 per cent of businesses were reportedly using AI
somewhere across their organisation (Narrative Science, 2018). No one could have
predicted the meteoric rise of AI-based technologies to such a high level of ubiquity so
rapidly and so soon. However, the justification for such outstanding growth makes a lot of
sense from a business perspective. AI has the potential to significantly increase profitability
by 30 per cent (Purdy and Daugherty, 2017). Even then, thesefigures are growing at a rate
so alarming that regulatorsand academics are struggling to keep up.
Edward Tristram Albert is
based at Durham University
Business School,
Durham, UK.
DOI 10.1108/SHR-04-2019-0024 VOL. 18 NO. 5 2019, pp. 215-221, ©Emerald Publishing Limited, ISSN 1475-4398 jSTRATEGIC HR REVIEW jPAGE 215
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