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Will Artificial Intelligence Take Over Humanresources Recruitment And Selection?


  • Bilal HMOUD

    (Faculty of Economics and Business, University of Debrecen, Debrecen, Hungary)

  • Varallyai LASZLO

    (Faculty of Economics and Business, University of Debrecen, Debrecen, Hungary)


There has been an emerging trend of utilizing Artificial Intelligence (AI) technologies within the business environment throughout the last two decades. This paper presents the position of the Human Resources recruitment and selection, an aspect of HR management, regarding incorporating AI solutions. The paper addresses the following questions: To what extent will humans use AI to hire humans? To what extent and how will AI affect recruiters’ jobs? What are organizations’ and HR managers’ roles in this transformation? To this end, a set of literature and proposed models as well as examples of most commonly used temporary artificial intelligence solutions for the acquisition of Human resources have been reviewed to analyze and understand the previous contribution. It has been concluded that AI provides promising solutions for recruiters to optimize talent acquisition by taking over time-consuming repetitive tasks such as sourcing and screening applicants, to improve the quality of the hiring process and neutralize human biases. Augmented intelligence will be used widely and increasingly to produce better and more effective results; as a result, routine administrative jobs will be replaced by smart AI technologies and will gradually disappear.

Suggested Citation

  • Bilal HMOUD & Varallyai LASZLO, 2019. "Will Artificial Intelligence Take Over Humanresources Recruitment And Selection?," Network Intelligence Studies, Romanian Foundation for Business Intelligence, Editorial Department, issue 13, pages 21-30, July.
  • Handle: RePEc:cmj:networ:y:2019:i:13:p:21-30

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    References listed on IDEAS

    1. Marianne Bertrand & Sendhil Mullainathan, 2004. "Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," American Economic Review, American Economic Association, vol. 94(4), pages 991-1013, September.
    2. J.O. Daramola & O.O. Oladipupo & A.G. Musa, 2010. "A fuzzy expert system (FES) tool for online personnel recruitments," International Journal of Business Information Systems, Inderscience Enterprises Ltd, vol. 6(4), pages 444-462.
    3. Andrew Burgess, 2018. "The Executive Guide to Artificial Intelligence," Springer Books, Springer, number 978-3-319-63820-1, September.
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    Cited by:

    1. Ayat Sami ODEIBAT, 2021. "The Effect Of Technology Evolution On The Future Of Jobs," Network Intelligence Studies, Romanian Foundation for Business Intelligence, Editorial Department, issue 17, pages 57-67, June.
    2. Samuele Lo Piano, 2020. "Ethical principles in machine learning and artificial intelligence: cases from the field and possible ways forward," Palgrave Communications, Palgrave Macmillan, vol. 7(1), pages 1-7, December.

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    More about this item


    Artificial Intelligence; Recruitment and Selection; Human Resources Information systems;
    All these keywords.

    JEL classification:

    • M15 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - IT Management
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • O33 - Economic Development, Innovation, Technological Change, and Growth - - Innovation; Research and Development; Technological Change; Intellectual Property Rights - - - Technological Change: Choices and Consequences; Diffusion Processes


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