Artificial Intelligence in Human Resource Management

This article discusses the use of artificial intelligence in human resource management, specifically in the recruitment process. It explores the advantages and challenges of AI in HR and the potential impact on job seekers and employers. The article also touches on the legal aspects and future implications of AI in recruitment.

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Abstract
Currently, the use of Artificial intelligence human resource shows how technology is important
to the business world. With subsequent developments on the subject, the system has taken over
the recruiting function. The reliability of the system has proved effective and preferable to many
organizations worldwide due to its comparative advantage over the human procedure. AI comes
with a wide range of advantages and a slim range of short comings which can be overcome with
the improvement and development of technology. The system has been embraced positively by
both seekers and recruiters making it the most effective tool in human resource management.
With scanty legal jurisdiction over its application, it is expected in future to arouse global debate
on regulation of its application, however currently there exists clauses that are evoked in
addressing issues arising from its application.

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Introduction
Globally, the use of artificial intelligence by human resource department is a debated
theme among many scholars. History of Artificial Intelligence dates back to proposal by John
McCarthy in 1956 in his major educational forum (Erb, 2016). Artificial intelligence (AI) is a
computer science associated with intelligent machines. It has developed to become a key in
industrial technology. Among the glitches of AI entail programming computers for certain
aspects such as learning, planning, awareness, problem solving, and manipulating and moving
objects. Artificial intelligence is developing at a booming speed. According to Deloitte, out of
47 Canadian’s best managed firm, their success was much attributed to an advanced emphasize
on venture in talent and technology, cross-border trade and innovation (Deloitte, 2019).
The report comprised of 51 organizations with a combined market value of £229billion,
demonstrated that 73% of the group will invest in robotics, 62% in wearables, 54% in biometrics
and 43% in block chain (Eickhoff & de Vries, 2013). Taking that to consideration, there are a
number of possible outcomes: it means that total integration of AI will completely eradicate the
personal touch of recruiting and so, make it even harder for candidates to find a job. On the other
hand, it enables employers to recruit experts. Some big questions that need answering for most
humans to feel comfortable with advanced AI exist. While artificial intelligence might be
removing some of the personal elements to the recruitment process, we should not forget the
positives (Michie et al., 2017).
Apart from reviewing applicants resume, artificial intelligence will track candidate's
online presence. In addition, an applicant could employ AI to locate the best fit by generating a
profile for their standards and objectives. AI recruiting video interview platforms, for example,

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use of biometric and psychometric analysis to review not only the quality of candidate answers
but also voice quality, pace of speech, voice energy, use of fillers, and body language (Michie et
al., 2017). AI can search to hook up with matching candidates, make contact, conduct
preliminary interviews, assess resumes, and present the best for an interview as opposed to
manual perusal of thousands of resumes. Artificial intelligence has revolutionized the hiring
process because recruiters are able to target more qualified candidates than ever before. AI will
revolutionize recruiting through more effective sourcing and outreach (Davenport & Ronanki,
2018).
Among goals of recruitment process is acquiring a candidate that fits the company’s
ethos and future aspirations. As much as sophisticated AI programmers can highlight personality
traits through statistics, they do not have the capacity to gauge a candidate from a cultural point
of view (Karasek, 2015). Human process will offer an opportunity to see if their personality
matches the company’s behavioural traits and attitudes within the team. On economic point of
view, artificial intelligence requires investment in training whereby a wrong procedure could
lead to mainstream bias through incorrect training (Craig, 2019).
Outcome of damages resulting from Artificial intelligence are normally settled using
existing legal provisions. In case of a lacuna of direct legal regulation on Artificial intelligence
in recruitment, Article 12 of United Nations Convention on the Use of Electronic
Communications in International Contracts can be evoked (Rouhani & Ravasan, 2013). The
clause states that a person on whose behalf a system was programmed should conclusively take
responsibility for any message resulting from the machine. This interpretation adheres to the

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general tenet that the handler of a tool is liable for the outcomes obtained by the act of that tool
since the tool has no direct independent discretion of its own (Rahaman, Hossain & Akter, 2013).
Although the legislation to tame negative effects of artificial intelligence in enrolment is
scanty, the system is working effectively for jobseekers and employers. Recruitment process can
be involving and hectic where large numbers are involved and HR department is small. AI
therefore serves as the best alternative in this case. AI keeps a database that can offer reliable
information and training to new employees to a level one can step in to answer more precise
queries. Chat bots can aid potential job seekers in responding to queries that might not have been
conveniently answered instantaneously (Michie et al., 2017).
The history of AI is brain child of John McCarthy in 1956, where scientists gathered for a
conference at Dartmouth College in New Hampshire. This was followed by invention of first
chat box in 1966. By 1972 AI application started in medics. Voice was introduced to computer
for the first time in 1986 (Akinyede & Daramola, 2013). By 2018 Google exhibited at a
conference how the AI program books an appointment with a hair dresser. Going ahead with
decades of exploration, artificial intelligence is yet to get fully exhausted. For application in
sensitive areas, such as medicine, assurances of reliability and security against manipulation have
to be met. An additional future ambition is for AI systems to learn to clarify their resolutions so
that humans can understand better how AI thinks (Rouhani & Ravasan, 2013).
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Conclusion

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Combination of Artificial Intelligence with human sounds conflicting. However a large
number of executives believe AI can revamp capacity and execution. It has taken over the
recruitment strategy. It has been estimated in research that AI will cut down 16% of human
research jobs in the next 10 years. This sounds worrying but at the same time it is a chance to
improve the recruitment process. The system has been embraced positively by both job seekers
and recruiters making it the most effective tool in human resource management. With scanty
legal jurisdiction over its application, it is expected in future to arouse global debate on
regulation of its application, however currently there exist clauses that are evoked in addressing
issues arising from its application.
References

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