Artificial Intelligence Chatbots are New Recruiters

Nawaz, Nishad; Gomes, Anjali Mary

doi:10.14569/ijacsa.2019.0100901

Cited by 60 publications

(41 citation statements)

References 12 publications

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“…However, the deficit of human resources getting worse, both theoretical economics and real life economy are in need of complex research dedicated to various aspects of recruiting service development. The foreign authors whose research in the area is of particular interest are N. Nawaz and A. M. Gomes [13], B. Raghavendra [14] and J. Sullivan [15].…”

Section: Methodsmentioning

confidence: 99%

Transformations in the Recruiting Services and Digitalization

Shapovalova

Pavlov

2021

SHS Web Conf.

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The article discusses a scope of relevant issues concerning recruitment market; in particular, its analysis in the conditions of digitalization. It assesses the companies’ strategies of the economic behavior and defines their priority development strategies while focusing on the outcome of each applied strategy. The study determines the role of the employee in the digital economy and the role of the recruiting services in the service industry. Its main objective is to review and study the digital processes inherent to the recruitment industry as well as the tendencies in the recruitment market and to outline the principles of work and organization of recruitment agencies. The theoretical background of the study is based on the related publications by Russian and foreign researchers dedicated to a wide range of issues; the ones subject to analysis include development of Russia’s recruitment market in retrospect, current condition of the recruitment market, pros and cons of artificial intelligence technologies used in the field and prospects of gaining profit from using both artificial intelligence technologies and regular employees in the key areas of HR agencies’ work (staffing, training, job simulation). Much attention is paid to the distance work performed by HR agencies, specifically, to b-2-b and b-2-c concepts as well as to the digital platforms providing for the performance of such activities. Additionally, the research deals with the complexities and bottlenecks that recruitment agencies face with when working with the digital environment; it provides examples of the transformation processes that have been observed in the principles of the HR technologies application due to the digitalization effects and elicits the omnipresence of the digital environment in all the branches of the recruiting services while suggesting efficient tools, platforms and patterns that can be workable in the industry.

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Section: Methodsmentioning

confidence: 99%

Transformations in the Recruiting Services and Digitalization

Shapovalova

Pavlov

2021

SHS Web Conf.

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“…− initial verification of competences, candidates' qualifications, availability, and expectations, − planning of recruitment interviews, including careful analysis of recruiters' schedules, and matching the timing of the interview with other duties, − conducting a conversation in the Career tab with potential employees, suggesting job offers adequate to their competences, − engaging employees in referral programs by sending employees information about the existing program and the possible benefits of referral of a valuable employee, − conducting preliminary "interviews" consisting of providing the potential candidate with information about employee benefits or development opportunities in the organization, − supporting employees in the process of onboarding by answering standard and routine questions, which allows to reduce the burden of HR staff (Nawaz and Gomes, 2019).…”

Section: Use Of Modern It Solutions In the Hrm Activities: Process Aumentioning

confidence: 99%

“…Each subsequent query therefore becomes a treasury of knowledge. As fast and uncomplicated systems, chatbots also have another key advantage, namely full 24-hour availability (Nawaz and Gomes, 2019;Wisskirchen et al, 2017). However, chatbots are not always able to meet all challenges, so it is worthwhile for them to be equipped with the possibility of direct connection between the user and the employee, which is particularly important in resolving conflict situations, including those related to ethical issues.…”

Section: Use Of Modern It Solutions In the Hrm Activities: Process Aumentioning

confidence: 99%

Use of Modern IT Solutions in the HRM Activities: Process Automation and Digital Employer Branding

Kurek¹

2021

ERSJ

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Purpose: The aim of the conducted research was to show what kind of solutions based on artificial intelligence are used by modern organizations to automate HRM activities and carry out the so-called digital employer branding. Approach/Methodology/Design: Scientific literature and other reports connected with employer branding and AI were analyzed. Choosing from the group of methods, the author of the article used analysis, synthesis, abstraction, analogy, and comparison. Findings: The research results show that solutions based on AI have found application in onboarding, talent management process or improvement of employee competences. Applicant Tracking Systems, Talent Acquisition Systems and Talent Management Systems as well as chatbots are changing the process of employer branding into digital employer branding. Practical Implications: The results are significant to all kinds of organizations among which there are also public organizations. Implementation of new technologies will not only change the image of the organizations but also will make the HRM activities more objective and easily managed especially while remote work. Originality/Value: The research provides theoretical assumptions and practical answers to encourage further research globally.

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“…Artificial intelligence tools such as chatbots communicate effectively and screen the application is quick, will reduce the burden for human resource professionals [5]. Another piece of work on artificial intelligence chatbots screen the applicant CV's and will reduce the routine work of the recruiters [6].…”

Section: Literature Reviewmentioning

confidence: 99%

Artificial intelligence is transforming recruitment effectiveness in CMMI level companies

Nawaz¹

2019

IJATCSE

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The paper is to examine the artificial intelligent (AI) on recruitment effectiveness, the study made in CMMI (capability maturity model integration) software companies of Bangalore, collected data through a structured questionnaire from 100 human resource professionals. Around the Bangalore, descriptive statistics and structural equation modelling used to test the hypothesis. The study found that using of the artificial intelligence in recruitment process select right applicant for talent pool for the organization.

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Artificial Intelligence Chatbots are New Recruiters

Cited by 60 publications

References 12 publications

Transformations in the Recruiting Services and Digitalization

Transformations in the Recruiting Services and Digitalization

Use of Modern IT Solutions in the HRM Activities: Process Automation and Digital Employer Branding

Artificial intelligence is transforming recruitment effectiveness in CMMI level companies

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