The role of technology in recruitment and selection

THE ROLE OF TECHNOLOGY IN RECRUITMENT AND
SELECTION
The role of technology in recruitment and selection
3
Abstract
In chapter 1, the aim and objectives are clearly mentioned along with some research
questions that provides a clear concept about the research topic and it is also
necessary for achieving the project goal. The discussion about the role of technology
within recruitment selection is clearly addressed within the research background
along with the importance of this topic is addressed within the research rationale part.
In the second chapter, a general information about the topic is addressed where the
impact of artificial intelligence, example of AI technology along with its role are clearly
mentioned. A conceptual framework is created for evaluating the entire information’s
that is covered within the literature review chapter.
The data collection method, data analysis, and other aspects that aid in gathering
reliable data depending on the research topic are addressed in detail in chapter 3.
Thematic analysis is presented in the analysis chapter as a way to help accomplish
goals and get outcomes. The recommendation and future scope are explicitly
addressed in the conclusion chapter in order to wrap up the research project.
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The role of technology in recruitment and selection
Table of Contents
Chapter 1: Introduction ……………………………………………………………………………………………..6
1.1 Introduction …………………………………………………………………………………………………….6
1.2 Research aim and objectives …………………………………………………………………………….6
1.3 Research questions …………………………………………………………………………………………7
1.4 Research background ………………………………………………………………………………………7
1.5 Research rational …………………………………………………………………………………………….8
1.6 Research structure …………………………………………………………………………………………..9
1.7 Summary …………………………………………………………………………………………………….. 10
Chapter 2: Literature review ……………………………………………………………………………………. 12
2.1 Introduction to recruitment and selection …………………………………………………………… 12
2.2 Role of AI technology in the recruitment and selection process …………………………….. 13
2.3 Factors affecting the role of technology in recruitment ………………………………………… 14
2.4 Critical Evaluation of the role of ―Artificial Intelligence‖ technology in recruitment …….. 16
2.5 Impact of ―Artificial Intelligence (AI)‖ technology on the selection and recruitment
process …………………………………………………………………………………………………………….. 19
2.6 Example of technology in the recruitment process ……………………………………………… 20
2.7 Conceptual framework …………………………………………………………………………………… 22
2.8 Literature Gap ………………………………………………………………………………………………. 22
Chapter 3: Methodology …………………………………………………………………………………………. 24
3.1 Introduction ………………………………………………………………………………………………….. 24
3.2 Research onion …………………………………………………………………………………………….. 24
3.3 Research design …………………………………………………………………………………………… 25
3.4 Research philosophy ……………………………………………………………………………………. 26
3.5 Research approach ……………………………………………………………………………………….. 27
3.6 Data analysis ……………………………………………………………………………………………….. 27
3.7 Data collection ……………………………………………………………………………………………… 28
3.8 Ethical consideration ……………………………………………………………………………………… 28
3.9 Time plan ……………………………………………………………..Error! Bookmark not defined.
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The role of technology in recruitment and selection
3.10 Chapter Summary ……………………………………………………………………………………….. 29
Chapter 4: Discussion and Analysis …………………………………………………………………………. 30
4.1 Chapter introduction ………………………………………………………………………………………. 30
4.2 Thematic analysis …………………………………………………………………………………………. 30
4.3 Chapter Summary …………………………………………………………………………………………. 36
Chapter 5: Conclusion ……………………………………………………………………………………………. 37
5.1 Chapter Introduction ……………………………………………………………………………………… 37
5.2 Recommendation ………………………………………………………………………………………….. 38
5.2 Linking with Objectives ………………………………………………………………………………….. 39
5.3 Future scope ………………………………………………………………………………………………… 40
5.5 Conclusion …………………………………………………………………………………………………… 42
Reference…………………………………………………………………………………………………………….. 44
References ……………………………………………………………………Error! Bookmark not defined.
Appendix ……………………………………………………………………………………………………………… 53

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Chapter 1: Introduction
1.1 Introduction
The use of technology in hiring and selecting candidates has grown in
significance. Technology has completely changed how recruiters find and entice
candidates for open positions. It is now simpler for both employers and job seekers to
interact with prospective employers because of the development of social media,
online job boards, and other digital channels. Reaching a larger pool of candidates is
one of the main advantages of technology in recruiting and selection. Online job
postings allow employers to reach candidates all around the world. In order to save
time and resources, they might also screen resumes and applications using digital
tools. Moreover, online job fairs and video interviews have grown in popularity as
communication tools (Van Esch & Black, 2019). Technology plays an important role
in this recruitment process where the applicant tracking system helps to manage the
resume and track multiple applications that have been based on their qualifications
along with experiences. In that case, the automation technology of AI assists in this
recruitment process by applying an initial screening process and sorting resumes
based on the candidate’s job requirements. In addition, technology has improved the
candidate experience by providing more transparency and communication throughout
the recruitment and selection process. Employers can provide real-time updates on
the status of applications and use chat bots to answer common questions from
candidates.
On the other hand, there are multiple pieces of information and will be
addressed in this chapter including “research aim and objectives” that is
necessary for setting a clear goal.
1.2 Research aim and objectives
Aim
The primary aim of this assignment is to optimize the hiring process by
applying AI technology that helps to improve the quality and reduce time and costs of
this hiring and recruitment process.
Objectives
● To understand the concept of artificial intelligence for easier hiring and
recruitment process
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● To identify the benefits along with the challenges of AI for the selection of
candidates
● To explain the development and recruitment process of AI that helps to reduce
human error
● To conduct proper thematic analysis for visualizing an impressive conclusion
rate
1.3 Research questions
● What is the main concept of artificial intelligence that makes the hiring process
easier than the other technology?
● What are the benefits and challenges that need to be followed for the selection
process of multiple candidates?
● How AI development and its requirements process will help to reduce human
error in hiring process?
● How thematic analysis will provide an accurate conclusion for this
assignment?
1.4 Research background
This research has been based on “The role of technology in recruitment
and selection”. This research has explored various way that has been used in the
selection process including “online job posting”, “application tracking system”,
“social media recruitment process”, “video interview session” and many others.
In addition, the effect of technology on the inclusiveness and diversity of the
recruitment process has been the subject of some research. Technology can assist
enhance diversity and decrease human biases, but if it is not handled correctly, it can
also reinforce biases (Hmoud and Laszlo, 2019). Another area of inquiry looked at
how technology affected the hiring process. According to this research, technology
can help make candidates for a smooth and effective recruitment process. Generally,
research on the use of technology in recruitment and selection points to the
possibility that it can improve the hiring process. It must be utilized carefully to
prevent the perpetuation of prejudices and to guarantee a favourable candidate
experience.
In that case, the automation technology plays a crucial role in the recruitment
and hiring process and multiple aspects are present where this AI performs really
well such as “increased efficiency”, “provides wider reach”, “improved
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candidate experiences”, “improved data-driven decision-making process”,
along with “eliminate bias”. This technology helps every recruiter in order to
conduct automated tasks where it helps to schedule one or multiple interviews easily
and quicker than the other offline process. This technology also enables every
recruiter for reaching a wider pool of candidates by posting multiple job vacancies
through social media platforms and company websites. It helps to create a larger
applicant pool and also it has the ability in order to find candidates faster. In addition,
the technology is able to enhance the candidates’ experiences by applying
seamlessly along with a user-friendly application process where the online
applications portals are enables each and every candidate to apply for a job and
track their application status. In addition. Recruiters have access to a wealth of data
that can be evaluated to help them make wise recruiting decisions (Yarger et al.
2020). Recruitment analytics, for instance, can be used to spot hiring trends, monitor
key performance indicators, and forecast candidate success. This automation
technique helps to eliminate multiple bias within the recruitment process by applying
objective criteria to screen and select candidates. This technology has become an
integral part of this recruitment process that helps to improve the business decision
for revenue growth.
1.5 Research rational
In recent years, technology has been used more frequently in recruiting and
selection processes and the body of studies examining its effects is expanding. This
study rationale argues the need for more research into how technology is used in
hiring and selecting employees. First, technology has the ability to improve the
effectiveness and efficiency of the hiring and selection process. There isn’t enough
research, though, looking at the precise ways in which technology might bring about
these advantages. Further study is required to determine which techniques work best
in certain situations and how different technologies might be employed to improve
recruiting and selection outcomes (Johnson et al. 2020). The use of technology in
hiring and selecting candidates also raises significant ethical and legal issues that
need to be investigated. While there are numerous advantages to technology, it also
raises significant concerns about issues like privacy, prejudice, and discrimination. To
comprehend the benefits and drawbacks of various technical approaches and to
create best practices for their moral and responsible use, more research is required.
The impact of technology on the applicant experience must be understood, third.
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Candidates’ experience throughout the recruiting and selection process could be
enhanced by technology, for instance by delivering more timely and individualized
communication. Certain individuals, however, who might not have access to
technology or who might feel uneasy with virtual contact, may face obstacles as a
result. The use of technology to improve candidate experiences and to lessen any
negative effects requires more study.
1.6 Research structure
Figure 1: Research structure
This structure has been created based on the chapters that will be covered in
this assignment and a brief description of each chapter will be discussed in the below
session,
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Chapter 1: Introduction
This chapter has stated a clear goal along with the project objectives that are
necessary for executing the project work without facing any types of difficulties. Also,
the research questions have been already selected in this chapter for generating
proper findings by implementing thematic analysis. The importance of technology
within the recruitment process has been also addressed in this part that provides a
clear understanding of the research topic. A summary portion is given for gathering
the entire points that are created within this chapter.
Chapter 2: Literature review
This chapter represents multiple types of general information that help to
gather a clear concept about the research topic. Several advantages of the
technology that helps in the hiring process will be discussed along with its impact. A
gap will be covered that is present within the existing research and a conceptual
framework will be created that helps to summarize all points in this chapter.
Chapter 3: Methodology
The data collection method will be discussed here that plays an important role
in executing the research work successfully. In addition, a time plan will be also
created for maintaining the time schedule.
Chapter 4: Findings
“Thematic analysis” will be conducted in this part that helps to meet the
entire requirements of this project work.
Chapter 5: Discussion
Multiple recommendations, future outcomes, and many others will be covered
in this part.
1.7 Summary
The hiring and selection process has undergone a substantial transformation
thanks to technology. Organizations can use it to improve candidate experience,
expand the candidate pool, promote objectivity and fairness, and make data-driven
judgments. Recruiters can target particular demographics, gather and analyse data,
and automate repetitive processes like scheduling interviews and evaluating
resumes. Organizations may stay competitive in the quick-paced, digitally-driven
world by integrating technology into their recruitment and selection methods (Van den
Broek et al. 2021). In that case, there are multiple ways are present where AI helps in
recruitment and selection process such as “resume screening”, “candidate
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sourcing”, “chat bot and virtual assistant”, along with “predictive analysis”.
The advanced techniques of AI are able to screen resumes along with CVs by using
natural language processing algorithms. It helps in predictive analysis where it
provides an easier way for analysing candidates’ data and also helps to create a
user’s profile that has been based on historical hiring data. On the other hand, this
technology helps in analysing video interviews by using facial recognition analysis.
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Chapter 2: Literature review
2.1 Introduction to recruitment and selection
Organizations use recruitment and selection as two key procedures to find,
evaluate, and choose qualified applicants for open positions. These procedures are
essential for ensuring that businesses employ the best candidates with the
knowledge, expertise, and credentials required to meet their objectives. This section
will give a summary of the recruitment and selection procedures along with their
goals, steps, and difficulties (Abdulrahaman et al. 2020). Recruitment is the process
of locating and enticing potential workers to apply for current or upcoming positions
within a firm. It involves many activities, such as finding candidates, job analysis, job
description, and posting. Building a pool of qualified candidates who can contribute to
the development of the company and fulfill the requirements of the job post is the
goal of recruitment. Recruitment methods can be internal or external depending on
whether a company promotes from within or looks outside. The process of analysing
and selecting the best qualified applicant from the pool of candidates for a given
employment vacancy is called selection, on the other hand. Numerous processes are
involved, including background checks, testing, interviews, and resume screening.
Finding the best candidate with the required knowledge, expertise, and qualifications
for the position and alignment with the organization’s culture, beliefs, and objectives
is the aim of the selection process (Niati et al. 2021). Organizations need to have
recruitment and selection procedures in place for a number of reasons. First and
foremost, they aid businesses in locating and luring the best talent on the market,
which can increase their competitiveness and profitability. The second benefit is that
they offer a fair and open hiring procedure that guarantees candidates are judged on
their qualifications rather than unimportant ones like colour, gender, or age. Thirdly,
they assist businesses in lowering the possibility of selecting the incorrect employee,
which may lead to low productivity, high turnover rates, and a toxic work environment
(Ore et al. 2022).
This also assists in decision-making that also can be data-driven. The specific
technology has offered particular companies for gathering as well as the analysis of
the specific data on their particular selection as well as recruitment procedures,
offering them to recognise the specific areas of development as well as make specific
data-driven decisions.
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All over, the specific technology has specifically transformed recruitment as well as
selection procedures, making them more effective, efficient, as well as inclusive.
2.2 Role of AI technology in the recruitment and selection process
Technology has advanced the selection as well as recruitment procedure in
several ways, offering new as well as inventive solutions to streamline the overall
procedure as well as making it more effective. ―Artificial intelligence‖ or AI also acts
an enhanced significant role in selection as well as recruitment procedures.
Some of the roles of specific technology in the specific recruitment as well as
selection procedure are mentioned below.
“Applicant Tracking Systems”: The respective ATS software offers the specific
companies to track, receive, as well as manage several resumes and also various
online job applications (Hmoud et al. 2019). The particular software utilises specific
algorithms to examine resumes as well as recognise the particular candidates that
can be most qualified, saving the particular recruiters’ time as well as effort in the
specific selection procedures.
Figure 2.2.1: Role of technology in the recruitment procedure
(Albert, 2019)
Video Interviewing: Technology like AI offers for screening specific video interviews,
which can be able to save overall time and money compared to specific interviews.
The video interviews also offer the particular recruiters to examine the
communication skills of the specific candidate and also their specific personality
inviting them for a personal interview (Wu et al. 2019).
Artificial Intelligence: The recruitment tools can assist in the specific screen
resumes, conducting specific video interviews, as well as even examining the specific
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behaviour as well as responses of the particular candidate during the selection
procedure. It assists in eliminating specific human bias as well as offers a more
objective examination of the particular candidates.
Job Posting as well as Advertising: Technology can be made it possible for
posting specific job vacancies as well as advertise them on several platforms such as
particular job boards, social media, as well as particular company websites. It
enhances the particular visibility of specific job postings as well as engages an
extended range of specific candidates (Sánchez-Monedero et al. 2020).
Data Analytics: The specific technology offers various companies to gather data on
the particular recruitment as well as selection procure, which can be analysed to
enhance the specific hiring process as well as make specific data-driven decisions.
Mobile Recruiting: With the enhanced utilisation of various mobile devices, the
specific technology has made this possible for the recruitment of specific candidates
utilising specific platforms that also can be mobile-friendly, like various mobile job
applications as well as particular recruitment portals that also can be mobile-friendly.
Overall, the particular technology acts a crucial role in the specific recruitment
as well as selection procedure, offering the respective companies for reaching an
extended pool of specific candidates, streamlining the specific procedure of selection,
decreasing the bias, and also making the specific data-driven decisions (Yener et al.
2021).
2.3 Factors affecting the role of technology in recruitment.
Artificial Intelligence or AI is an ascending specific technology that is the
transformation of the specific recruitment procedure, there are various factors that
can impact the specific role of AI in specific recruitment procedures.
Complexity: These specific AI systems can be complex as well as need the
technical skills for implementation and maintenance. The specific companies are
required to be invested in essential training as well as resources for making sure that
their staff can efficiently operate as well as manage the particular AI systems
(McCartney et al. 2021).
Data Quality: The specific AI algorithms imply high-standard data for making exact
predictions as well as suitable recommendations. If the specific data utilised by the
specific AI systems are biased or incomplete, this can outcome in incorrect
recommendations as well as specific decisions (Sima et al. 2020).
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Cost: The particular AI systems can be costly for development as well as
implementation, which can be an impediment to the adaption of shorter companies
with restricted budgets.
Figure 2.3.1 several factors of the online recruitment process
(Fenech et al. 2019)
Specific Cloud-based recruitment suggests the utilisation of the following cloud
computing technology for managing the particular recruitment procedure. This
approach offers the respective companies for accessing the particular recruitment
data as well as tools online, without the requirements for reliable hardware or
software.
Integration with the systems that already existed: The specific AI systems are
required to be integrated with the specific recruitment systems that already existed
and procedures to be efficient. It may be challenging if the particular systems that
already existed are obsoleted or inconsistent with the specific AI technology.
Regulatory Compliance: The particular systems utilised in the specific recruitment
procedure are required to comply with legal as well as regulatory conditions, such as
“data privacy laws”, and ―anti-discrimination laws”, as well as the particular
regulations around particular recruitment tools that can be AI-powered. Delinquency
in complying with these regulations can outcome in legal as well as reputational risks
(Vrontis et al. 2022).
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Ethical Concerns: The AI systems are required to be structured as well as executed
ethically, with particular measurements to control biases as well as secure the
privacy of the particular candidate. There are concerns about the prospect of the
particular AI technology reinforcing or intensifying the specific biases that already
existed in the particular recruitment process, which can cause intolerance against
specific groups of particular candidates.
Overall, the particular role of AI in specific recruitment processes can be
impacted by several factors, involving ethical concerns, data quality, complexity,
transparency, cost, engagement with the specific systems that already existed, as
well as individual regulatory compliance. This is crucial for specific companies to
evaluate these respective factors when embracing as well as implementing the
particular AI technology in the recruitment process, for making sure that they are
efficient, fair, and also appreciative of the legal as well as ethical standards.
2.4 Critical Evaluation of the role of “Artificial Intelligence” technology in
recruitment
From job posting to candidate evaluation and selection, technology has
significantly impacted the recruitment process in recent years. There are benefits and
drawbacks to using technology in recruitment, despite the fact that it has improved
efficiency and effectiveness. We will examine both the advantages and
disadvantages of technology’s role in recruiting in this rigorous examination (Ojo et
al. 2022). In recent years, artificial intelligence (AI) has become increasingly
important in the hiring process. Some of the advantages of ―Artificial Intelligence (AI)‖
have been discussed below:
1. Speed: AI can quickly review and categorise massive amounts of resumes
and applications, saving recruiters time and allowing them to concentrate on
other important duties.
2. Objectivity: AI can make decisions that are free of prejudice based only on
the information presented.
3. Access to data: AI can assess candidate data to anticipate a prospect’s
potential performance and fit for a position, which helps recruiters make better
hiring decisions.
4. Enhanced applicant experience: AI-powered recruitment technologies, such
as chatbots that can rapidly and effectively respond to inquiries and provide
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feedback, can give candidates a more personalised experience (Surbakti et al.
2020).
5. Improved inclusion and diversity: AI can assist remove bias from the hiring
process, boosting the likelihood of selecting applicants from a variety of
backgrounds.
Figure 2.4.1: Advantages of AI in recruiting
(Influenced from the topic)
6. Consistency: AI-powered recruitment solutions can offer a standardised and
consistent approach, making sure that all applicants are assessed using the
same standards.
7. Cost-effectiveness: AI can assist recruiters in locating and focusing on the
best candidates for a position, which lowers the cost of hiring (Oosthuizen et
al. 2019).
8. Making different decisions: Decision-making is improved thanks to AI, which
may offer recruiters data-driven insights and suggestions to aid in the hiring
process.
9. Saving time: AI can automate time-consuming processes like organising
interviews and sending follow-up emails, freeing up recruiters to concentrate
on more strategic initiatives.
Disadvantages:
On the other hand, there may be negative effects of using AI in hiring, such as:
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1. Lack of empathy: As AI does not possess emotional intelligence, candidates
may encounter it less sympathetically.
2. Accuracy: If AI is not properly educated, it may make mistakes that result in
wrong decisions and missed opportunities.
3. Decreased human engagement: AI has the potential to lessen possibilities
for human connection during the hiring process, potentially giving candidates a
less individualised experience.
4. Ethical issues: The use of AI in hiring raises ethical issues, notably in regard
to privacy and data security.
Figure 2.4.2: Advantages of AI in recruiting
(Influenced from the topic)
5. Dependence: A recruitment process that relies too heavily on technology may
lose the human touch, which could have a negative effect on the candidate
experience.
6. Restricted range: Soft talents, such as communication and interpersonal
abilities, which are critical for many occupations, may not be evaluated by AI.
7. Low diversity: The candidate pool may be lacking in diversity since AI may
have been taught using historical data that was prejudiced towards particular
groups.
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8. Lack of transparency: Using AI during the hiring process can make it more
difficult for candidates to comprehend why they were passed over for a
position.
Ultimately, using AI in hiring can have a lot of advantages, but to ensure fairness
and accuracy, it must be used responsibly and in conjunction with human decision
making. The specific role of a particular technology in the recruitment process has
remarkably enhanced in recent years. While the particular technology has obtained
various benefits to the particular recruitment process, this has also revealed some
specific challenges that are required to be evaluated critically (Tschang et al. 2021).
This is to make sure that can be unbiased, and fair, as well as improves the
particular candidate’s experience. Particular employers needed to also prioritize
specific data privacy as well as be conscious of the particular potential impact of the
specific recent technologies on the upcoming future of work.
2.5 Impact of “Artificial Intelligence (AI)” technology on the selection and
recruitment process
In recent years, artificial intelligence (AI) technology has had a considerable
impact on the recruitment and selection process. The way recruiters find, assess, and
choose candidates for job openings has been altered by AI. Here are some examples
of how artificial intelligence has changed the recruitment and selection process:
1. Automatic resume screening: By using keywords, talents, and experience,
AI-powered resume screening solutions may rapidly and effectively discover
appropriate applicants, saving time and effort compared to manual screening.
Artificial Intelligence (AI)” algorithms may scan candidate data and match it to
job requirements, making it simpler for recruiters to find the people who are
most qualified for a position (Johansson et al. 2019).
2. Chatbots for candidate engagement: AI-powered chatbots can arrange
interviews, answer questions right away, and give feedback, improving the
candidate experience and lightening the strain on hiring managers.
3. Video interviewing: AI-powered video interviewing systems can assess a
candidate’s suitability by examining their facial expressions, tone of voice, and
other non-verbal cues. This enables recruiters to make better-hiring
judgements.
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4. Predictive analytics: AI can examine past data to find trends and forecast
candidate performance and fit for a position, allowing recruiters to make more
data-driven judgements.
5. Diversity and inclusion: By emphasising objective criteria like abilities and
experience rather than arbitrary ones like age, gender, and race, AI might
lessen unconscious bias in the hiring process.
6. Better candidate experience: AI-driven recruitment solutions can offer a
more individualised and effective candidate experience, cutting down on the
time and effort needed for the application process and boosting engagement.
7. Improved employer branding: AI may assist businesses in showcasing their
employer brands through tailored messaging and customised content, making
them more appealing to prospective employees (Nawaz et al. 2019).
8. Assessment of skills: Using interactive exercises and simulations, AI
powered assessment systems may evaluate candidates’ abilities and
competencies, offering a more precise and unbiased assessment than
conventional techniques.
9. Management of the talent pipeline: AI can analyse applicant data to find
high-potential candidates and create a pipeline of talent for upcoming hiring
requirements, cutting down on the time and expense of future recruitment
efforts.
While artificial intelligence (AI) technology has numerous advantages in the hiring
process, it also has some potential negatives, such as the possibility of prejudice, a
lack of transparency, and blunders. It’s crucial to appropriately use AI technology in
conjunction with human judgement in order to reduce these dangers while
maintaining the fairness, openness, and efficiency of the hiring process.
2.6 Example of technology in the recruitment process
These are a few examples of how technology is being used in the hiring process
and some of the examples have been discussed below:
1. Candidate Management Systems (CMS): An applicant tracking system
(ATS) is a piece of software that streamlines the acquisition, evaluation, and
management of job applications. An ATS can send candidates automatic
emails, manage the status of job applications, and scan resumes for
keywords.
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2. Interview using videography: Employers can conduct remote interviews with
candidates using video interviewing services, which helps them save time and
money on travel costs. As all candidates are asked the same questions in the
same order during video interviews, it can also serve to lessen unconscious
bias (Nagibina et al. 2020).
3. Social media recruitment: Employers can use social media sites like
LinkedIn, Facebook, and Twitter to post job openings, interact with applicants,
and present their business culture and values. Employers might find passive
prospects through social media recruitment who aren’t actively looking for a
job.
4. AI-Powered Screening: Several businesses evaluate candidates based on
their resumes and cover letters using AI-Powered screening technologies. The
top applicants are selected using these technologies based on a set of preset
criteria, such as abilities and experience, using machine learning algorithms.
5. Virtual Job Fairs: Employers can meet candidates in a virtual setting where
they can interact in real time, respond to inquiries, and present their business
culture and values. For organisations wishing to quickly connect with a big
number of individuals, virtual career fairs are very helpful.
6. Mobile recruiting: As the number of people using smartphones and tablets
rises, more businesses are beginning to use mobile recruiting technologies to
connect with prospects while they are on the go. Smartphone apps, SMS
alerts, and job boards that are optimised for mobile use are all examples of
mobile recruiting tools (Gupta et al. 2022).
These are but a few instances of the numerous ways that technology is being
applied to the hiring process. Employers must keep up with the most recent trends
and tools to stay competitive in the hiring market as the usage of technology in
recruitment is continuously changing.
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2.7 Conceptual framework
Figure 2.8.1: Conceptual Framework
(Snipped from the Draw.io online platform)
In the above image, a conceptual framework for the literature review chapter
has been developed using the online platform “Draw.io”. The topic is ―The role of
technology in recruitment and selection‖ and there are sections related to the
literature survey on the topic. The first part is about the general introduction of the
literature review chapter. The second part is about the role of AI technology in the
process of recruitment and selection. The third part discusses the factors that are
affecting the role of technology in recruitment. The fourth part discusses the critical
evaluation of the role of ―Artificial Intelligence (AI)‖ technology in the process of
recruitment. The fifth part of the literature survey chapter discusses the potential
impacts of ―Artificial Intelligence (AI)‖ technology on the selection and recruitment
process. The sixth part of the chapter discusses the example of technology in the
recruitment process. The seventh part of the chapter discusses the literature gap of
the project work and the last chapter discusses the general summary of the literature
review chapter.
2.8 Literature Gap
Regarding the use of technology in hiring and selecting candidates, there are
several gaps in the writing. Insufficient study of the long-term effects of AI technology
while there has been extensive research on the advantages and disadvantages of AI
technology in employment and selection, there hasn’t been as much done on how
these technologies will affect the workforce over the long term. There is little study,
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for instance, on how AI technology may affect career development, job satisfaction,
and employee retention (Pham et al. 2020). Lack of research on the effects of AI on
the applicant experience is one area where there may be a void in the literature on
the subject of technology’s role in recruitment and selection. There has been a lot of
research on the advantages and drawbacks of AI for recruiting and selection, but little
empirical data exists on how AI influences job candidates’ attitudes and impressions
of the hiring process. There is still a need for more study on this subject, even though
some studies have addressed the ethical ramifications of AI technology in recruitment
and selection. Research is specifically needed to look at how AI technologies can
perpetuate prejudice and discrimination as well as how these technologies can be
developed and used in an ethical and just way. A lack of study on how technology is
affecting various industries and job roles although some research has been done on
how technology may affect recruitment and selection in particular industries or job
roles, more study is required to look at how these technologies may affect various
industries and job roles (Litchman et al. 2019). Candidate experience refers to the
overall impression and satisfaction of candidates with the recruitment and selection
process, from the initial contact to the final decision. It is a critical factor in attracting
and retaining top talent and building a positive employer brand. However, AI can
create a perception of impersonality, lack of human interaction, and reduced
transparency, which can negatively impact the candidate experience. The adoption of
AI technology in recruitment and selection may present both opportunities and
challenges, which this study may help to find. Thus, there is a need for research that
looks at how candidates react to and interpret AI-based hiring and selection
procedures. Such studies can offer important information about the elements that
affect applicant engagement and happiness, the effects of AI on diversity, equity, and
inclusion, and the best methods for creating candidate-friendly and efficient AI
powered hiring procedures. By filling up this vacuum in the literature, the research
can help to create a more thorough understanding of the function of technology in
hiring and selecting employees as well as help to create strategies that are based on
solid data and are advantageous to both employers and job prospects.
The role of technology in recruitment and selection
24
Chapter 3: Methodology
3.1 Introduction
“Methodology” is an essential component that provides a useful systematic
along with a structured approach in order to conduct this research work efficiently. A
proper enhancement of research methodology ensures the research validation and it
is necessary for creating an accurate framework for the research. This helps to
ensure that the research has focused and that the research questions are answered
in a way that is meaningful and relevant. In that case, it plays an important role in
both collecting and analyzing data that has been based on the selected topic area.
This methodology part helps to ensure the data reliability and there are multiple types
of critical aspects present that is essential in order to complete this research work
within the selected time. Different types of information will be addressed in this topic
where the stages of the research onion along with the details of the research design
will be discussed in this part. Also, the details about the data collection method and
details of data sampling will be addressed for enhancing the entire research work. A
time plan will be created that is crucial for managing time and saves project costs.
3.2 Research onion
“Research onion” works as a methodological framework that has been
widely used in order to summarize the entire research process. Multiple stages are
present within this process such as “research philosophy”, “research approach”,
“research strategy”, “research methods”, “research analysis” along with
“research method”. It helps to conduct research work by following the above steps
and helps to conduct clear research approaches that makes research process more
efficient rather than the other techniques. The research onion covers all the key
elements of research design, including the research philosophy, approach, strategy,
methodology, methods, and techniques. By considering each of these elements in
turn, researchers can develop a comprehensive research design that is well-suited to
their research question and objectives. On the other hand, it is more flexible along
with adaptable in order to specify the research needs and helps to choose accurate
data collection techniques for conducting the entire research work. Researchers can
make sure their study is thorough, well-structured, and in line with the research
objectives by using the research onion as a guide. The research onion is used in this
The role of technology in recruitment and selection
25
study as a framework to direct the investigation. Also, the study’s research design
was a descriptive one.
Figure 3.2.1: Research onion
(Seuring et al. 2021)
3.3 Research design
While a researcher addresses a study issue or hypothesis, they adopt a
general plan or method known as research design. It serves as the general outline for
the entire research project and contains choices on the research topic, approaches to
gathering data, strategies for analysing that data, and other crucial components of
the research procedure. In that case, there are different types of research design are
present where “descriptive research design” has been selected in order to gather
data about the selected research topic. This design works really well for describing
and analysing a particular situation where it has been involved in gathering
information by applying observation, surveys along with interviews. In addition, it is
very crucial for identifying the data relationships and patterns that help to collect more
accurate data about the details of technology for the recruitment process (Siedlecki,
2020). It provides a clear analysis and detailed information about recruitment
technology. This design plays an important role in maintaining data flexibility and
The role of technology in recruitment and selection
26
provides a wide range of data for collecting accurate data. Descriptive research
design is frequently less expensive than other types of research designs. It can be
carried out utilizing straightforward and affordable data collection techniques, such as
surveys or questionnaires. In exploratory research, where the objective is to learn
more about a phenomenon or circumstance, the descriptive research design is very
helpful. It can be useful to pinpoint crucial elements and connections that merit
additional, in-depth research. In addition, it provides multiple types of valuable data in
order to conduct further research and also helps to identify the gap in the research
work that plays an essential role in maintaining consistency of the entire research
work.
3.4 Research philosophy
A key component of conducting research is developing a research philosophy
since it offers a framework for comprehending and approaching the research
process. The researcher’s worldview or collection of presumptions regarding the
nature of reality, knowledge, and the function of the researcher in the research
process is known as the research philosophy (Nickerson, 2022). The researcher’s
disciplinary training, theoretical perspective, and personal values and views are
frequently the foundation of their research philosophy. In that case, “interpretivism
research philosophy” has been selected for the research work that helps to
emphasize different types of subjective interpretation. Also, it helps to compare
multiple pieces of information that have been collected from different scholarly
journals. This interpretation is necessary for gathering accurate information about the
recruitment process. This process has been selected for collecting data in depth that
has been based on subjective experiences along with the perspective of
questionnaires. However, it is flexible and allows for a wide range of research
methods and techniques. Researchers can adapt their methods to suit the specific
research question and context and can use both qualitative and quantitative data.
This philosophy helps to mitigate different types of subjective challenges as per the
research requirements and helps to conduct a proper research methodology for
collecting accurate data based on the selected topic where it helps to compare
multiple types of recruitment techniques as per the research requirements.
The role of technology in recruitment and selection
27
3.5 Research approach
Several types of research approaches are present that work as a part of the
research methodology. In that case, “deductive research approach” has been
used and works as a comprehensive research strategy in order to analyse, collect,
and data comparison. This selected research approach is a method of scientific
investigation that involves developing a hypothesis or theory and then testing it
through empirical observations and data analysis (Young et al. 2020). In addition, this
approach allows researchers to start with a clear and well-defined “research
question”, “hypothesis, or theory” which helps to focus the research process and
ensure that the research is relevant and meaningful. It has been based on the
different types of systematic and objective processes that are widely used in data
collection and analysis that is also necessary for reducing the potential bias along
with the subjectivity of this entire research work. It maintains the entire reliability that
provides an accurate along with transparent method in order to conduct the research
work. This research approaches has been selected for multiple aspects such as ―cost-efficiency‖ and it has been used in order to test the hypothesis in research
design. It also provides a clear direction among other research approaches and helps
to get an accurate data based on the selected research topic. It also contributes in
theory building within a selected field that is necessary for identifying the particular
theoretical concept along with principles that have been based on the data evidence.
It improves the quality of the research work and helps to build an accurate theoretical
concert for completing the research work.
3.6 Data analysis
There are several types of data analysis techniques are present where
“qualitative data analysis techniques” has been used for collecting data about the
chosen topic. This data analysis works as one of the most important critical aspects
that helps to generate accurate conclusion rates for the research work. In addition,
Finding patterns, themes, and categories that arise from the data and interpreting
them in light of the research question and body of literature is the main objective of
data analysis in qualitative research (Raskind et al. 2019). This data analysis is
important for identifying the data patterns and it can also handle an enough range of
data as per the research requirements. It helps to analyse the technical aspects that
have been used for the recruitment and hiring process. On the other hand, these data
The role of technology in recruitment and selection
28
analysis techniques help to develop interview sessions by sampling multiple
questionnaires. Also, it has been used to transcribe and code the data that is
collected through interviews or focus groups. This involves breaking the data down
into smaller units, such as words or phrases, and categorizing them into themes or
codes. This analysis technique has been selected as it helps to interpret data by
applying observation, interviews, and many others where questions have been
created based on the details of job recruitment techniques. It maintains flexibility
based on the context of the research topic and also helps to gather effective data for
this research work.
3.7 Data collection
In this data collection method, mixed method has been used such as “primary
data collection” and “secondary data collection” for this research work. In the
case of this method, several general pieces of information have been collected by
applying multiple “scholarly journals”, “online articles”, “books”, “websites” and
many others. The primary research has been conducted based on the “interviews‖
where answers have been interpreted in order to get an accurate conclusion and
complete the entire research work within time (Dawadi et al. 2021). In that case, this
mixed method has been selected as it helps to control the data quality that has been
collected during research work. The proper enhancement of the mixed method has
been used in order to fit specific research questions that provide more detailed
information along with relevant information for maintaining research flexibility. On the
other hand, it helps to save project time as the data has been already collected
based on the multiple existing research work. It also saves project expenses rather
than the other data collection method and also provides more detailed information for
generating an accurate thematic analysis for the result.
3.8 Ethical consideration
This research work has been conducted by maintaining confidentiality and
privacy. It is crucial to make sure that every participant is willing to engage in the
study and that they are all aware of its aim. Before deciding to participate,
participants should be given access to all pertinent information and should have a
chance to ask questions. Ethical considerations have been taken into account
throughout the research process for the current topic. All participants have given
informed consent before to the start of the study, and they have been made aware of
The role of technology in recruitment and selection
29
their ability to withdraw from it at any moment without incurring any fees (Möllmann et
al. 2021).
Suggesting
recommendation
Project closure
Figure 3.9.1: Implementation of project timeline
3.10 Chapter Summary
As per the work, this chapter helps has been focused on the data collection
that helps to fulfil the project aim and objectives. It helps to build an accurate
systematic approach for generating accurate conclusion rates. In that case, this
research methodology ensures ethical consideration and also helps to protect their
data. Overall, a well-designed research methodology is essential for conducting
rigorous and relevant research that contributes to the advancement of knowledge
and understanding in a particular field. Several pieces of information have been
addressed in this chapter where the details about the research onion, research
philosophy along with the details research analysis have been clearly discussed in
this part. This part also helps to maintain the research gap and provides a possible
solution for conducting an accurate thematic analysis. It also helps to develop new
theories along with the models for mitigating the gap of the entire research.
The role of technology in recruitment and selection
30
Chapter 4: Discussion and Analysis
4.1 Chapter introduction
“Artificial intelligence” has become an important part of overall recruitment
along with the selection process. This process helps to perform several types of
automated tasks that are necessary in order to improve the efficiency and accuracy
of the entire process. On the other hand, the proper applications of AI algorithms help
to easily scan multiple resumes and identify relevant information including ―education”, “work experience”, “skills” and many others (Vardarlier & Zafer,
2020). This can save recruiters a significant amount of time and allow them to focus
on more strategic tasks. Also, the proper enhancement of AI is able to match multiple
job recruitments according to candidates’ qualifications along with their experiences.
AI can be used to evaluate data from previous hiring procedures to spot trends and
forecast which candidates will perform well in a given position. As a result, there is a
lower chance of employing the incorrect person and firms can make better selections.
It also helps in a video in a video interview where this AI helps to recognize
candidates’ expressions, voice tone, along with their body language that plays an
important role in order to conduct a proper interview session as per the organization’s
requirements.
This chapter will help to enhance a proper thematic analysis where multiple
gaps will be addressed. Also, a general overview of this topic will be discussed in
order to complete the entire project work within the proper time (Pan et al. 2022).
This thematic analysis plays an important role in getting an accurate result that has
been based on the chosen topic. It helps to fill multiple gaps that are already
identified in the literature gap. In that case, the effects along with the recruitment
process of AI will be covered in this chapter. Also, the key benefits along with the
challenges of artificial intelligence in the recruitment process will be covered. The
process will be clearly addressed where AI is used in order to reduce multiple human
errors in the recruitment process.
4.2 Thematic analysis
4.2.1 Theme 1: Effects of AI in the recruitment process
In this recent times, maximum businesses and other organizations are using
Ai technology for their hiring process as it has several positive effects that are
The role of technology in recruitment and selection
31
necessary for business growth. In that case, the proper enhancement of AI
techniques helps in several automating and repetitive tasks including “resume
screening”, “scheduled interview”, “responding to candidate’s queries” and
many others that save the recruiter’s time and helps to increase the efficiency level of
every business organization (Ore & Sposato, 2022). On the other hand, it has been
widely used in order to reduce the costs that are associated with the hiring and
recruitment process. It helps to reduce the specific need for human intervention in the
recruitment process. The proper enhancement of AI algorithms helps in data analysis
faster than the other techniques by identifying the proper data trends along with data
patterns. It is necessary for the organization’s recruiters in order to make different
informed decisions and also helps to identify the most suitable candidates that have
based on the candidate’s qualifications. In addition, an impressive part of the AI is
“AI-powered chatbots” that provide an impressive and quick response for
candidates in order to solve their multiple queries. Also, it helps to enhance their job
experiences while the recruitment process is going on. It works really well for an
online interviews and monitoring employee’s performance levels as per the
organization’s requirements. It helps in activity tracking where the activities of remote
workers, including the amount of time spent on tasks and the applications utilized,
can be monitored by AI-powered solutions. Managers can use this to track
productivity and spot areas where staff might need more assistance or training.
It helps to evaluate the overall performance matrices where AI is capable of
analyzing information on employee performance, including the quantity and calibre of
performed jobs as well as the time it took to complete each activity. In that case,
managers can use this to spot patterns and trends in performance and decide how
best to allocate resources. It plays an important role in order to analyze multiple
comments from supervisors along with their coworkers to pinpoint employees’
strengths and weaknesses (Kot et al. 2021). It also has been widely used in order to
improve employee performance levels and also able to identify key opportunities for
improving professional development skills. On the other hand, AI can use data from
past performance to predict future performance and identify potential areas of
improvement or risk. This can help managers in order to take proactive steps to
address issues before they become a problem. AI-powered coaching solutions can
give remote workers individualized coaching and feedback to help them perform
better. Even while working from home, this can help employees feel encouraged and
The role of technology in recruitment and selection
32
motivated. Overall, AI can provide valuable insights into the performance of remote
employees, allowing managers to monitor productivity, identify areas for
improvement, and provide support and coaching where necessary.
In addition to that, AI-powered solutions can monitor the actions of remote
workers by gathering information about their computer usage, such as the “time
spent on various applications”, “the quantity of keystrokes”, and “the amount
of idle time”. This information can be utilized to “track productivity”, and “spot
inefficiencies”, and offers perceptions on how staff members are allocating their
time. AI is capable of analyzing information on employee performance, including the
quantity and caliber of work accomplished as well as the time required to complete
each task. By comparing the performance of various individuals and identifying
performance patterns and trends, this data may be utilized to allocate resources
sensibly. AI is capable of analyzing feedback from supervisors and coworkers,
including survey responses, performance appraisals, and comments on the task
itself. This information can be utilized to pinpoint an employee’s performance’s strong
and weak points, offer perceptions of how others see them, and pinpoint areas where
they can improve.
4.2.2 Theme 2: Process of AI for influencing job candidates and hiring process
AI has the ability to greatly impact the hiring and applicant processes by
streamlining and improving many areas of the procedure. It can be used to analyze
previous job postings and determine the best language, structure, and distribution
channels for luring top candidates, screen resumes and applications for
essential skills and qualifications, match candidates with job requirements and
company culture, streamline interview scheduling, evaluate candidates using a
variety of methods, and use predictive analytics to improve hiring decisions. In
addition, AI can help recruiters save time and improve the efficiency of the hiring
process by automating time-consuming tasks, providing data-driven insights, and
reducing the risk of bias. However, it is important to use AI ethically and transparently
and to ensure that human decision-making is still involved at key stages of the
process to avoid bias and ensure a fair and equitable hiring process (Van Esch &
Black, 2019). It also helps in interview scheduling where chatbots and automated
scheduling tools help in order to streamline the interview scheduling process and
reduce delays and errors. This can help candidates move through the hiring process
more quickly and smoothly. In order to find patterns and elements that are indicative
The role of technology in recruitment and selection
33
of success in the role, AI can analyze data on previous hiring and performance. By
using this information, recruiting decisions may be made better and there is less
chance of choosing employees who will perform poorly or leave the business
prematurely.
AI can help streamline and optimize the hiring process, from job posting to
candidate assessment, by providing data-driven insights and automating time
consuming tasks. However, it is important to use AI ethically and transparently and to
ensure that human decision-making is still involved at key stages of the process to
avoid bias and ensure a fair and equitable hiring process. The scheduling of
interviews can be substantially improved by AI-powered chatbots and automated
scheduling systems, which also help candidates progress through the hiring process
more swiftly and smoothly. Chatbots can interact with candidates through text or
voice-based interfaces to answer questions, provide information about the job or the
company, and schedule interviews. They can also be programmed to ask screening
questions to identify the best candidates for the job and to follow up with candidates
after the interview to gather feedback or schedule additional interviews.
In that case, the automated scheduling tools help to analyze the overall availability of
candidates along with interviewers and also provide an accurate timeslot in order to
perform multiple tasks as per the user requirements. This can lessen and reduce
scheduling issues and the amount of time and effort needed to organize interviews.
Reminders and confirmations can be sent to candidates through email or text
message as well, which will lessen the likelihood that they will forget or be late for
their interviews. AI-powered chatbots and scheduling systems can help both
candidates and hiring managers by streamlining the scheduling process for
interviews. This frees up recruiters and hiring managers to concentrate on higher
value duties like candidate vetting and candidate selection (Johnson et al. 2020). In
general, automated scheduling systems and chatbots powered by AI can assist
simplify and streamline the interview scheduling process, making the hiring process
more effective and advantageous for both candidates and recruiters. Yet, it can be
useful to examine the overall resumes combined with the specific job description to
find the pertinent terms and phrases. Also, it makes it easier to swiftly weed out
resumes that are unsuitable for the job and makes sure that the best prospects are
selected for further evaluation. AI may examine job titles and past employment to find
relevant experience needed for a position. This can include identifying the types of
The role of technology in recruitment and selection
34
companies and industries the candidate has worked in, as well as specific roles and
responsibilities that match the requirements of the job.
In addition to that, a candidate’s education and credentials can also be
evaluated by AI to see if they satisfy the basic requirements for the position. The
degree of education gained, the applicability of the degree or certification to the
position, and the accreditation of the educational institution can all be evaluated in
this process. AI can also be used to identify discrepancies or errors in resumes and
applications, such as inconsistent work history or inaccurate job titles. This can save
recruiters time and help to ensure that top candidates are not overlooked due to
errors or discrepancies (Van den Broek et al. 2021). Overall, AI-powered resume
screening can help recruiters and hiring managers quickly and efficiently identify top
candidates for a job, while also ensuring that the screening process is consistent and
unbiased. However, it is important to use AI ethically and transparently and to ensure
that human decision-making is still involved at key stages of the process to avoid bias
and ensure a fair and equitable hiring process.
4.2.3 Theme 3: Identification of key benefits along with challenges of AI in the
hiring process
Several key benefits along with challenges are present in the evaluation of AI
technology that needs to be focused on during the hiring process. The benefits along
with the challenges are discussed in the below session,
 Benefits
Automating time-consuming procedures like resume screening and interview
scheduling can be done with the use of AI-powered recruiting solutions. By utilizing
AI, recruiters can save time and concentrate on tasks that have a higher economic
return, including developing relationships with applicants or improving the candidate
experience. Automated procedures can aid in minimizing errors and enhancing
consistency. On the other hand, By automating parts of the hiring process, such as
scheduling interviews, AI-powered recruiting tools can offer faster response times
and better communication with candidates (Nawaz & Gomes, 2019). This can lead to
a more positive overall experience for candidates and help to build a positive
employer brand. The top candidates for a position can be found using AI’s analysis of
resumes and other candidate data. A candidate’s probable performance in a role can
also be predicted by AI using predictive analytics based on the candidate’s prior
experience and skills. Artificial intelligence (AI)-based recruiting technology can aid
The role of technology in recruitment and selection
35
businesses in making better hiring decisions by minimizing bias and locating the best
candidates. Automating key hiring processes phases, such as those involved with
advertising, candidate sourcing, and hiring manager time, can help businesses cut
expenditures on hiring. Businesses can utilize AI-powered recruiting tools to improve
employee retention in addition to saving money on administrative tasks like data input
and resume screening.
 Challenges
AI systems have the potential to reinforce prejudice and discrimination. For
instance, an AI system may be trained with old data that reflects hiring prejudices,
resulting in biased recommendations. This can be particularly troublesome if the AI
system is used to select candidates for interviews or hiring, as biased
recommendations might support inequality and restrict diversity in the workplace. AI
algorithms can be complicated, making it challenging to comprehend how judgments
are reached. Due to this lack of openness, bias or inaccuracies may be more difficult
to identify and address. For instance, it might not be obvious why one candidate was
chosen over others if an AI system suggests a candidate for an interview, making it
challenging to judge the recommendation’s fairness (Hmoud & Laszlo, 2019). AI
systems might not be able to comprehend intricate situations, such as cultural
differences or unique experiences, which can result in bad conclusions. For instance,
an AI system might be unable to understand that a candidate’s expertise from non
traditional employment might be relevant to the present position, resulting in a
recommendation that omits otherwise suitable people.
4.2.4 Theme 4: Enhancement of AI for reducing human errors
Several ways are present in order to reduce human errors where AI works in
an impressive way that helps in hiring and recruitment process. To detect faults more
accurately and make wiser decisions, AI algorithms can be upgraded. To increase
accuracy, this may entail utilizing more sophisticated machine learning techniques or
adding more data sources. AI can also be used for predictive maintenance in
industries such as manufacturing or transportation, where it can identify potential
equipment failures before they occur. This can help companies avoid costly
downtime and repairs. AI can also aid in minimizing errors brought on by human
prejudice or exhaustion. Artificial intelligence can assist in removing errors that may
be brought on by human emotions or prejudices by employing algorithms that are
built to make decisions based on data and logic (Mujtaba & Mahapatra, 2019). In that
The role of technology in recruitment and selection
36
case, it provides real-time feedback for users and also helps users in order to
enhance errors and it helps to mitigate multiple errors. On the other hand, it has been
programmed in order to autocorrect certain errors without any human intervention.
The accuracy and mistake rate of AI systems can be improved over time by
designing them to continuously learn and adapt. This may entail using fresh data
sources or customer feedback to improve their algorithms. On the other hand, it
provides an attractive user interface design that is also necessary for creating the
recruitment process easier than the other technology.
By identifying and fixing faults automatically, automatic error correction is a
characteristic of AI systems that can help to decrease human errors. In
circumstances where mistakes can have serious repercussions, like in data
processing or medical diagnosis, this can be especially helpful. Algorithms created to
spot patterns and flaws are used by AI systems. When a mistake is found, the
system has two options: either it will automatically fix the problem or it will flag it for a
human operator to look over. Automatic error correction can be used to swiftly and
effectively fix problems in massive data sets when processing data. An AI system
may, for instance, be used to find and fix mistakes in a database of client data, such
as misspelled names or wrong addresses.
4.3 Chapter Summary
In conclusion, using AI in numerous processes can greatly reduce human
mistakes. One method for using AI to eliminate errors without human interaction is
automatic error correction. Errors can be found and fixed quickly and effectively,
improving overall accuracy and efficiency, by programming AI systems to do so in
real-time. But it’s vital to remember that artificial intelligence (AI) systems may still
need human monitoring to assure accuracy and avert unintended consequences
(Houser, 2019). Overall, AI can contribute significantly to lowering human error rates
and increasing process efficiency by combining automatic error correction and other
improvements. In that case, the ability of automatic error correction to save time and
lighten the workload of human operators is one of its key benefits. It is simple to
make mistakes or ignore errors while working with enormous amounts of data, which
might have detrimental effects. AI can help ensure that data is accurate and
consistent by automating the error-correction process, lowering the likelihood of
errors, and enhancing the data’s quality. In addition to that, automatic error correction
can increase data processing efficiency in addition to eliminating errors. The
The role of technology in recruitment and selection
37
requirement for human operators to spend time manually checking and correcting the
data is eliminated when errors are recognized and repaired automatically (Peres et
al. 2020). This may shorten processing times and lower overall data management
expenses.
It is vital to note that even while automatic error correction can be a useful tool,
it is crucial to make sure the AI system is properly created and trained in order to
prevent the introduction of fresh faults or biases. In other circumstances, human
involvement might still be required to guarantee the data’s accuracy and guard
against potential mistakes. Consequently, before implementing automatic error
correction in a specific setting, it is crucial to carefully evaluate the use cases and
technology constraints.
Chapter 5: Conclusion
5.1 Chapter Introduction
The recruitment and selection process has been considerably changed by
technology, which has made it quicker, more effective, and more efficient. In today’s
environment, where organizations are seeking ways to streamline their operations,
cut expenses, and improve the quality of their personnel, the use of technology in
recruiting and selection has become essential. With the use of technology,
conventional methods of recruitment and selection have given way to more
contemporary ones. The number of candidates that a corporation could reach using
the conventional approach of recruiting and selection was constrained. Technology
has made it feasible to find applicants faster and from a larger pool of candidates.
Businesses have been able to automate a variety of processes, including applicant
sourcing, screening, assessment, and onboarding, thanks to the use of technology in
recruiting and selection (Fabian et al. 2023).
The hiring process can be streamlined to save time and money while increasing the
quality of employees thanks to technology like applicant tracking systems, job
boards, video interviews, and AI-based solutions. It’s crucial to remember that
technology shouldn’t take the place of the human touch in hiring and choosing
employees. The process should still involve human recruiters because they can
provide a personal touch, build rapport with prospects, and evaluate soft talents that
are inaccessible to technology. The recruitment and selection process has
undergone a transformation thanks to technology, which has made it quicker, more
The role of technology in recruitment and selection
38
effective, and more efficient. To choose the best people for their organization,
organizations must create a balance between technology and the human touch
(Hafidz et al. 2023).
This chapter will be covered some future recommendations after doing the analysis
to help future research works and how the arisen research questions have met the
outcomes significantly. However, the aim of this research remarkably gained and the
objectives have helped to obtain the research questions almost accurately and
successfully.
5.2 Recommendation
Any firm must have effective recruitment and selection procedures, and technology
has greatly enhanced these procedures. Nonetheless, there are certain tips that
businesses can take into account in order to further improve the recruitment and
selection process. Several recommendations can be demonstrated like below:
 Organizations can utilize data analytics to find patterns and trends in the hiring
and hiring process. To determine what abilities and experiences result in
recruits that are successful, data analytics can be used to examine resumes,
job descriptions, and data from interviews. Organizations may increase the
caliber of personnel they make, lower turnover rates, and make data-driven
decisions by adopting data analytics.
 Any organization must value diversity and inclusion. Organizations should
think about adopting a diverse and inclusive recruitment strategy to ensure a
varied and inclusive workforce. Technology can be used to access a larger
applicant pool, especially individuals from underrepresented communities, in
order to accomplish this. To draw in a wide range of prospects, businesses
can use social media, job boards, and career portals.
 The use of video interviews in the hiring process is growing in popularity. This
is due to the fact that they allow recruiters to reach prospects who are not
nearby and save time and money. Moreover, video interviews can be used to
evaluate a candidate’s verbal and nonverbal communication abilities as well
as overall organizational fit. In order to increase the calibre of employees and
conserve time and costs, organizations should think about incorporating video
interviews into their hiring process.
 The use of artificial intelligence (AI) in the hiring process has grown in
popularity. Automating applicant screening with AI-based solutions can save
The role of technology in recruitment and selection
39
time and costs. In order to find the finest candidates for a position, AI-based
technologies can examine cover letters, resumes, and even social media
accounts. This can lessen the possibility of bias throughout the hiring process
and raise the calibre of hires.
 In the hiring process, the potential employee is vital. Organizations may
increase their employer image and draw in top talent by providing a pleasant
candidate experience. Technology can be utilized to provide a positive
candidate experience by making the application process simple to use,
delivering candidates personalized messaging, and giving them quick
feedback.
 Organizations may use social media to reach a larger pool of candidates as it
has grown into a crucial part of our daily lives. Businesses can promote job
openings, interact with prospects, and develop their employer brands through
social media sites like LinkedIn, Facebook, and Twitter.
 Last but not least, businesses should continually assess and enhance their
hiring and selection procedures. Feedback from job seekers, recruiters, and
hiring managers can help with this. By gathering feedback, businesses may
pinpoint areas for improvement and improve the recruitment and selection
process by making data-driven decisions.
5.2 Linking with Objectives
 Objective 1
This objective is fully met in this specific research. “Artificial Intelligence” or
AI can facilitate the following recruitment and also hiring procedures by
automation of particular tasks like resume screening and also candidate
matching. It can save overall time and also specific resources while enhancing
the overall accuracy of the selection of the particular candidate. The respective
tools that are AI-powered can also offer several sorts of insights into the
respective candidate behavior along with the specific preferences, assisting
organizations in making the following data-driven decisions during the hiring
procedure.
 Objective 2
This particular objective is also fully met. The effective realization of the
respective advantages and also the respective challenges of the AI for the
choosing of the specific candidates are represented here. The advantages of
The role of technology in recruitment and selection
40
AI for the selection of the candidate involve enhanced accuracy, efficiency,
and also cost-effectiveness. The respective AI-powered tools can also assist
in
reducing bias and enhancing diversity in the following hiring
procedure. This is crucial for striking a balance between utilising AI for
augmenting human decision-making and also making sure fairness and also
transparency in the procedure of selection.
 Objective 3
This objective is also met completely. The effective explanation of the
particular development along with the recruitment procedure of the AI that
assists in decreasing human error is represented effectively. The
advancement of AI for specific recruitment includes collecting data and also
utilising specific algorithms of machine learning for training models that can
automate tasks along with decreasing overall human error. However, this is
crucial for making sure that the particular AI models are implemented and also
trained utilising unbiased data and also that they are regularly modified for
adapting to changing the overall requirements.
 Objective 5
The respective objective is fully met. The effective thematic analysis for the
visualisation of an effective conclusion rate is also represented.
For visualizing an effective conclusion rate, this is crucial for carefully
analyzing the specific data, recognising the themes, and also utilisation of
effective visualization tools like graphs for representing the overall findings.
The particular analysis is conducted systematically, utilising an effective and
also transparent methodology for making sure the overall reliability and also
overall accuracy of the particular outcomes.
5.3 Future scope
The utilisation of technology in recruitment and also the selection has conducted
important advancements, but there is scope for additional development in this
particular area. Future research can concentrate on the inclusion of dissimilar
technologies for generating a more effective and comprehensive recruitment
procedure. The combination of the respective AI-based tools with the following virtual
interviews and also data analytics can offer a more precise and also thorough
assessment of potential along with the abilities of the specific candidates (Mak and
Pichika, 2019).
The role of technology in recruitment and selection
41
Future research may also focus on creating more sophisticated AI models that can
recognise not only technical talents but also soft skills like leadership, teamwork, and
communication. This might result in more successful and diverse team structures that
foster creativity and success.
Future studies should also examine the potential dangers and moral dilemmas
related to the use of technology in hiring and choosing candidates. For instance, the
use of impartial data and ethical principles should be used to carefully assess and
eliminate bias in algorithms and the potential for discriminatory effects.
Human interaction plays an important part in the hiring process and shouldn’t be
undervalued. Despite the fact that technology can automate and speed up some
operations, it is still crucial to keep a human touch and offer a favourable applicant
experience. Future studies might look into how to balance the advantages of
technology with the value of interpersonal communication and empathy during the
hiring process.
In addition to that, it is important to look into the role of social media in hiring along
with selecting candidates. Social media networks offer particular data about specific
candidates, but it is crucial to utilise this data ethically and make sure that data
protection and privacy rules are upheld ( Eccles and Qualter, 2021).
Overall, instantaneous evaluation and also advancement of the following selection
and also recruitment procedures can be highlighted. The utilisation of the following
data analytics as well as the specific feedback from candidates and also particular
employees can offer valuable insights into the significance of the following
recruitment procedure and also assist in recognising the particular areas for
advancement.
More chances for organisations to enhance their hiring and selection procedures will
probably arise as technology develops. In order to retain their competitiveness in the
labour market and recruit top talent, it is critical for organisations to keep up with the
most recent developments and trends (Carbonell et al. 2020).
In conclusion, there is still much space for improvement even though the use of
technology in recruiting and selection has already produced major benefits. Future
studies ought to concentrate on combining various technologies, creating more
sophisticated AI models, resolving ethical issues, preserving human connection,
using social media in an ethical manner, and continuously assessing and refining the
The role of technology in recruitment and selection
42
hiring procedure. Organizations may do this to attract top personnel, enhance their
employer brand, and promote success and creativity.
5.5 Conclusion
The recruitment and selection process has been considerably improved by the use of
technology. By putting the aforementioned suggestions into practice, organizations
can further improve the recruitment and selection process. Organizations can attract
top talent, lower turnover rates, and improve their employer brand by utilizing data
analytics, implementing a diverse and inclusive recruitment strategy, conducting
video interviews, using AI-based tools for candidate screening, offering a positive
candidate experience, utilizing social media for recruitment, and continuously
evaluating and improving the recruitment and selection process (Tsymbaliuk et al.
2023). The chapter has discovered the importance of technology in the recruitment
process.
The usage of chatbots is one way that technology can be further incorporated into the
recruitment and selection process. Chatbots can be used to respond to candidate
questions, present details about the company, and even carry out preliminary
candidate screening. Recruiters may be able to focus on more high-level duties as a
result of the time they will save.
The usage of gamification in the hiring process is another area that is expanding.
Gamification can be used to develop fun and interactive tests that gauge a
candidate’s aptitude and character. This can not only increase the candidate’s
enjoyment and engagement in the process but also give a more accurate evaluation
of their skills. Moreover, the inclusion of the respective blockchain technology can
improve the transparency along with the security of the recruitment procedure. It can
assist prevent the fraud as well as enhance the overall integrity of the following
procedure.
It has been noticed that technology is rapidly growing in terms of the selection
process in organizations and the growth is quite significant over time. However, still,
some fields can be improved to get effective outcomes of future works on this topic.
The use of AI can play a significant role in terms of the improvement of technology
securely and data analysis is playing an important role to find more efficient
employees for recruitment. The rapid growth of virtual interviews is making the whole
recruitment process easier and time-saving. The previous studies have introduced
several technologies which are helping in this recruitment process. Several factors
The role of technology in recruitment and selection
43
have been discovered that are included in virtual selection processes. Moreover, the
proper AI models should be developed to get an accurate result on the abilities of the
employees.
The role of technology in recruitment and selection
44
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Appendix
Question1: What is your age?
25-35 69 (63.9%)
35-45 14 (13%)
45-55 9 (8.3%)
Others 16 (14.8%)
Question 2: What is your Gender?
Male 62 (57.4%)
Female 46 (42.6%)
Question 3: Which is the best recruitment process according to you?
Traditional recruitment 24 (22.2%) process
Online recruitment process 42 (38.9%)
Both 42 (38.9%)
Question 4: Do you agree on how AI is utilised to streamline the recruiting and
recruitment processes?
Strongly Agree 28 (25.9%)
Agree 60 (55.6%)
Strongly disagree 9 (8.3%)
Disagree 11 (10.2%)
Question 5:AI is developed and used to assist the hiring process to minimize
human error.
Strongly Agree 32 (29.6%)
Agree 56 (51.9%)
The role of technology in recruitment and selection
54
Strongly disagree 7 (6.5%)
Disagree 13 (12%)
Question 6: Do you agree that the artificial intelligence technology used for
recruiting and selecting candidates complies with privacy and data protection
laws?
Strongly Agree 34 (31.5%)
Agree 52 (48.1%)
Strongly disagree 9 (8.3%)
Disagree 13 (12%)
Question 7: Do you agree that AI technology can help reduce bias in the hiring
process?
Strongly Agree 38 (35.2%)
Agree 47 (43.5%)
Strongly disagree 14 (13%)
Disagree 9 (8.3%)
Question 8: Should there be a mix/balance between using AI technology and
human interaction during recruitment?
Strongly Agree 26 (24.1%)
Agree 54 (50%)
Strongly disagree 14 (13%)
Disagree 14 (13%)
Question 9: Adopting AI technology has improved the effectiveness of hiring
and selecting procedures.
Strongly Agree 24 (22.2%)
The role of technology in recruitment and selection
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Agree 59 (54.6%)
Strongly disagree 10 (9.3%)
Disagree 15 (13.9%)
Question 10: The staff should be effectively trained to use AI technology for
recruiting and recruitment process.
Strongly Agree 33 (30.6%)
Agree 50 (46.3%)
Strongly disagree 9 (8.3%)
Disagree 16 (14.8%)
Question 11:AI technology should be applied to the employment and
recruitment process to draw a varied pool of candidates.
Strongly Agree 19 (17.6%)
Agree 62 (57.4%)
Strongly disagree 11 (10.2%)
Disagree 16 (14.8%)
Question 12: E-recruitment is mandatory to survive in the competitive market.
Strongly Agree 28 (26.2%)
Agree 53 (49.5%)
Strongly disagree 9 (8.4%)
Disagree 17 (15.9%)
Question 13: The E-recruitment process allows software like Applicant
Tracking System (ATS) to measure the recruitment and selection process with
minimal errors.
The role of technology in recruitment and selection
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Strongly Agree 31 (28.7%)
Agree 56 (51.9%)
Strongly disagree 3 (2.8%)
Disagree 18 (16.7%)
Question 14: To apply inclusion and diversity in the company, e-recruitment is
crucial as it opens to a wider audience.
Strongly Agree 28 (25.9%)
Agree 66 (61.1%)
Strongly disagree 3 (2.8%)
Disagree 11 (10.2%)
The role of technology in recruitment and selection
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Sureji Mohamed (M030LON)
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