Abstract
Purpose: The study is conducted to evaluate the adaptability of artificial intelligence in recruitment and to assess the effect of this technology on the performance of the employees. Design/Methodology/Approach: Standard Multiple Linear regression model is used to predict the performance of the employees and one-way ANOVA is used to compare the artificial intelligence based recruitment with performance indicating variables namely reliability, productivity, Automation, Gamification & Training using SPSS. Snowball sampling method has been adopted for a sample size of 440 respondents working in leading recruitment consultancies in urban Bangalore. Findings: There is a greater association between the recruitment and performance variables when artificial intelligence is adopted as it is significant at 0.001 per cent level and productivity being the maximum. However, the impact of implementing gamification for recruitment doesn’t have a significant impact on the output due to partial significant effect on the adoption as (p = 0.046 < 0.05). Value of “R” is 0.604 and the coefficient of determination is 0.365. Productivity, Training, Automation & Reliability are the significant predictors of the performance in employees. Originality/Value: Artificial intelligence has emerged as a boon to the recruiters by automating the repetitive tasks, administrative tasks. Intelligent screening helps in automating resume screening, recruiter Chatbots for real-time candidate engagement, and digitization of interviews. This promotes pro-active strategic decision making better by the recruiters.
Highlights
The candidates were interviewed by the Artificial Intelligence (AI) embedded car for the post of service technicians at the Volvo plant, who had to go through the process of recruitment by asking questions related to the concepts, requesting them to identify the parts through simulation
One-way ANOVA was conducted to compare the effect of Reliability, Productivity, Automation, Training and Gamification when the artificial intelligence is adopted, combined and traditional methods are followed in recruitment
An analysis of variance showed that the effect of reliability on recruitment was significant, (F (3,436) = 12.426, p = 0.000), productivity was significant, (F (3,436) = 43.625, p = 0.000), automation was significant, (F (3,436) = 28.695, p = 0.000), training was significant, (F (3,436) = 36.798, p = 0.000), and gamification was significant (F (3,436) = 7.097, p = 0.000)
Summary
It facilitates in reducing or eradicating the time-consuming activities, streamlining and automating the screening of resumes, matching the job requirements and available skills of the candidates more efficiently and effectively which enables in timely decision making by the professionals. It improves quality by recruiting standardized job matching qualities. The candidates were interviewed by the AI embedded car for the post of service technicians at the Volvo plant, who had to go through the process of recruitment by asking questions related to the concepts, requesting them to identify the parts through simulation
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