THE IMPACT OF ARTIFICIAL INTELLIGENCE ON RECRUITMENT AND SELECTION PROCESSES

Abstract

This paper discussed the effects of artificial intelligence on recruitment and selection in Pakistani organizations based on a mixed-methodology research design. Structured questionnaires and semi-structured interviews with 15 senior HR managers were used to collect data on 250 human resource professionals in large cities in Pakistan. The study found that the use of AI in the hiring process increased the efficiency of the organization by 68 percent and decreased the average cost of hiring by 45 percent. A decrease of 18 days against 45 days was noted in organizations where better screening of candidates and shorter time-to-hire periods were reported. Yet, there were difficulties related to cultural adjustment, technological infrastructure constraints, and change resistance among their traditional HR professionals. The researchers determined that 72 percent of organizations were able to reduce bias during the first stages of screening, and 28 percent said they were worried about the bias of the algorithm and the absence of human contact in the process of assessing candidates. Qualitative results showed that the implementation of AI could be successful only with the help of extensive training programs and step-by-step plans. The study can be used to gain insights into the transformative nature of AI in the Pakistani recruitment environments, as well as inform organizations aiming to implement a digital approach to staffing, without losing cultural sensitivity and human-centered strategies.

Keywords: Effects, Artificial Intelligence, Recruitment, Selection, Pakistani Organizations, Human Resource Professionals.