Hema Mirji
Bharati Vidyapeeth (Deemed to be University), Pune, India
[email protected]
A B S T R A C T
Artificial Intelligence is used for various business processes including hiring employees. The purpose of this article is to assess the flip-side of Artificial Intelligence applied in recruitment software. Its insufficiency of delivering the expected results in terms of the right match for the hiring, difficulty in language processing. The paper reviews the literature available to understand the principles of Socio-technical systems design requirements and on Artificial Intelligence’s usage in the recruitment process. The research is qualitative, has followed the phenomenology approach, and uses the interview technique for understanding the opinions of the users. The results reveal that, though AI in recruitment provides ease in searching the candidate’s barriers in language and recognition, low turn-in ratio, incorrect recommendations due to Data inadequacy, skepticism among HR professionals due to lack of human intelligence, need for budgets for acquiring and training are issues. It is proposed to incorporate the guidelines of Socio-Technical System Design and Human-machine teaming for designing the Artificial Intelligence tools. Further studies could be conducted to understand the limitations of the frameworks available for designing such tools.