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Abstract
Aim The purpose of this comparison study was to evaluate how AI-driven recruitment tools andconventional hiring procedures affect fostering workplace diversity and minimizing bias. Amixed-methods strategy was used to collect the data. MATERIAL AND METHODwhichincluded semi-structured interviews with hiring managers and job seekers, surveys of HRprofessionals, and secondary quantitative data from industry journals. Descriptive statistics, independent and paired samples t-tests, ANOVA, and correlation/regression analyses wereusedin the statistical study, which was conducted mostly with SPSS, to assess diversity metrics andperceptions. Conclusion While there were no statistically significant age differences betweengroups in the ANOVA (p =.065) or a statistically significant correlation between age andthebelief that AI reduces time-to-fill (p =.101), the results showed statistically significant differences between two groups in an independent samples t-test (p =.006 and.002)
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