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.
Cite this paper
Vedapradha, R. , Hariharan, R. and Shivakami, R. (2019) Artificial Intelligence: A Technological Prototype in Recruitment. Journal of Service Science and Management
, 382-390. doi: 10.4236/jssm.2019.123026
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