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The challenges of implementing artificial intelligence in the recruitment process

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Michel, Nicolas ULiège
Promotor(s) : Rondeaux, Giseline ULiège
Date of defense : 21-Jun-2023/28-Jun-2023 • Permalink : http://hdl.handle.net/2268.2/17056
Details
Title : The challenges of implementing artificial intelligence in the recruitment process
Translated title : [fr] LES DÉFIS DE LA MISE EN ŒUVRE DE L'INTELLIGENCE ARTIFICIELLE DANS LE PROCESSUS DE RECRUTEMENT
Author : Michel, Nicolas ULiège
Date of defense  : 21-Jun-2023/28-Jun-2023
Advisor(s) : Rondeaux, Giseline ULiège
Committee's member(s) : Pichault, François ULiège
Language : English
Number of pages : 63
Keywords : [en] Recruitment, Artificial Intelligence
Discipline(s) : Business & economic sciences > Human resources management
Institution(s) : Université de Liège, Liège, Belgique
Degree: Master en ingénieur de gestion, à finalité spécialisée en sustainable performance management
Faculty: Master thesis of the HEC-Ecole de gestion de l'Université de Liège

Abstract

[en] In recent years, with the development of new technologies such as artificial intelligence, the role of a recruiter has faced several challenges. Machine learning tools can be integrated into various stages of the recruitment process, whether it's in writing job descriptions, sourcing and screening candidates, or even in the selection process.
In order to remain competitive, it is necessary to adapt to these new tools that can facilitate the job. Indeed, it is clear that these tools will enable recruiters to spend less time on tasks without added value that machines can handle. Recruiters can then focus on more strategic tasks.
However, the implementation of artificial intelligence tools in the recruitment process faces several challenges. Firstly, we will discuss the ethical and legal issues such as data protection, responsibility, and transparency of decisions. Next, we will address the challenges related to biases that exist within recruitment before addressing the problem of acceptance of these new technologies, both from the recruiters' and candidates' perspectives.
Through our interviews, we will see that recruiters in the current work environment still do not extensively rely on these machine learning tools. Although this is temporary and it is evident that these tools will be integrated into the recruitment process in the near future, we will see that recruitment professionals are still concerned about the challenges of fully implementing artificial intelligence in their work.
We will also see that the role of the recruiter will need to adapt. Firstly, recruiters will need to have a good understanding of the capabilities and limitations of the AI tools they use. Additionally, with fewer time-consuming tasks, recruiters can focus on a more strategic role in which they will have an even greater need to understand the business they are recruiting for. Finally, they will also need to further develop their soft skills in order to build strong relationships with clients, managers, and candidates to ensure the best possible fit.


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Author

  • Michel, Nicolas ULiège Université de Liège > Master ingé. gest., à fin.

Promotor(s)

Committee's member(s)

  • Pichault, François ULiège Université de Liège - ULiège > HEC Liège : UER > UER Management : Gestion des ressources humaines
    ORBi View his publications on ORBi
  • Total number of views 32
  • Total number of downloads 6










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