Artificial Intelligence in External Recruitment: Significance, Implications, and Issues
Abstract/Description
Background: Use of Artificial Intelligence (AI) is now perceived as an integral part of every business function. Hence, use of AI is almost essential in the fields that are required to be linked with mass audience. Therefore, most of the studies related with the use of AI are associated with Human Resource Management (HRM) and marketing. This study is also associated with the use of AI in the recruitment function of HRM.
Purpose: The purpose of this study is to understand the uses, benefits and implications of AI in the process of external recruitment so to provide readers a detailed perspective of benefits that may benefit firm and society to create holistic significance.
Research Problem: However, it has been observed that use of AI is mainly associated with recruitment of operations staff in order to provide firm advantage in terms of cost and time. However, previous studies do not incorporate real life benefits of AI and only focused on organizational-level benefits of AI. Therefore, this study is developed through incorporating variables that are multi-disciplinary in nature.
Significance of the Study: Hence, the study is pervasive in nature that can resulted in better understanding of use of AI in process of recruitment and may also resulted in conduction of more research work and improvement in policies associated with recruitment of applicants.
Research Methodology: Population of this study is HR managers of large scale national and international companies. However, due to specific target population the data has been collected through non-proportionate quota sampling. The total sample size for the study is 125 respondents and analysis has been conducted through using SMART-PLS.
Findings: Findings of the study indicated that use of AI in the process of recruitment of operational managers in very important. The association is also valid with respect to the Asian and developing sides of the world. Hence, it is optimal to use Resource Based View as the major theory for understanding benefits of AI in the process of external recruitment.
Keywords
HRM, Recruitment, External Recruitment, Electronic External Recruitment, Artificial Intelligence, Operational Managers & HR Managers
Track
Management
Session Number/Theme
Management - Session I
Session Chair
Dr. Khalid Basit
Start Date/Time
14-6-2025 10:55 AM
End Date/Time
14-6-2025 12:35 PM
Location
MCC 14 Ground Floor, AMAN CED Building
Recommended Citation
Sultan, M. F., Syed, N. A., & Zafar, M. R. (2025). Artificial Intelligence in External Recruitment: Significance, Implications, and Issues. IBA SBS 4th International Conference 2025. Retrieved from https://ir.iba.edu.pk/sbsic/2025/program/74
COinS
Artificial Intelligence in External Recruitment: Significance, Implications, and Issues
MCC 14 Ground Floor, AMAN CED Building
Background: Use of Artificial Intelligence (AI) is now perceived as an integral part of every business function. Hence, use of AI is almost essential in the fields that are required to be linked with mass audience. Therefore, most of the studies related with the use of AI are associated with Human Resource Management (HRM) and marketing. This study is also associated with the use of AI in the recruitment function of HRM.
Purpose: The purpose of this study is to understand the uses, benefits and implications of AI in the process of external recruitment so to provide readers a detailed perspective of benefits that may benefit firm and society to create holistic significance.
Research Problem: However, it has been observed that use of AI is mainly associated with recruitment of operations staff in order to provide firm advantage in terms of cost and time. However, previous studies do not incorporate real life benefits of AI and only focused on organizational-level benefits of AI. Therefore, this study is developed through incorporating variables that are multi-disciplinary in nature.
Significance of the Study: Hence, the study is pervasive in nature that can resulted in better understanding of use of AI in process of recruitment and may also resulted in conduction of more research work and improvement in policies associated with recruitment of applicants.
Research Methodology: Population of this study is HR managers of large scale national and international companies. However, due to specific target population the data has been collected through non-proportionate quota sampling. The total sample size for the study is 125 respondents and analysis has been conducted through using SMART-PLS.
Findings: Findings of the study indicated that use of AI in the process of recruitment of operational managers in very important. The association is also valid with respect to the Asian and developing sides of the world. Hence, it is optimal to use Resource Based View as the major theory for understanding benefits of AI in the process of external recruitment.
