Publicação
The impact of artificial intelligence on human resources management: specific case of recruitment
| Resumo: | This study aims to understand the relationship between Artificial Intelligence (AI) and Human Resources Management (HRM), with a focus on recruitment as one of the processes most influenced by AI. AI has undergone remarkable advancements since 1950, when Alan Turing first questioned whether machines could think. Nowadays, AI is reshaping societies and economies, promising to generate productivity gains, improve wellbeing and help address global challenges, such as climate change, resource scarcity and health crises. However, as AI technologies become more widespread, they raise concerns regarding ethics, fairness, privacy, and other critical human values (OECD, 2024). The literature has explored various contexts where AI can offer both advantages and drawbacks, extending beyond personal use into the workplace. Several issues such as speed and reduction of time-consuming and repetitive tasks, analysis of a large volume of data related with candidate matching and release of functions in HRM positions were addressed. In this study, we used a qualitative methodology through in-depth interviews as a method of data collection to HR experts. The present work aims to understand the impact of AI on HRM, specifically on recruitment. We intend to contribute to the academic discussion around the use of technology in an area of human science such as the HRM. In a context where talent acquisition is key for the success and survival of companies, we see enterprises investing in new technologies. This symbolizes a change in the traditional view of the way companies operate, where many seek assistance in AI to maximize their performance and their productivity. Based on the analysis, the research finds that AI has significantly transformed recruitment processes by increasing efficiency, reducing biases, and improving candidate matching. However, challenges such as the need for human oversight and the potential for algorithmic discrimination remain. |
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| Autores principais: | Magalhães, Madalena Almeida Tavares Pavia de |
| Assunto: | Artificial Intelligence Candidate Matching Human Resources Management Recruitment Talent Acquisition Inteligência Artificial Correspondência de Candidatos Gestão de Recursos Humanos Recrutamento Aquisição de Talentos |
| Ano: | 2025 |
| País: | Portugal |
| Tipo de documento: | dissertação de mestrado |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade de Lisboa |
| Idioma: | inglês |
| Origem: | Repositório da Universidade de Lisboa |
| Resumo: | This study aims to understand the relationship between Artificial Intelligence (AI) and Human Resources Management (HRM), with a focus on recruitment as one of the processes most influenced by AI. AI has undergone remarkable advancements since 1950, when Alan Turing first questioned whether machines could think. Nowadays, AI is reshaping societies and economies, promising to generate productivity gains, improve wellbeing and help address global challenges, such as climate change, resource scarcity and health crises. However, as AI technologies become more widespread, they raise concerns regarding ethics, fairness, privacy, and other critical human values (OECD, 2024). The literature has explored various contexts where AI can offer both advantages and drawbacks, extending beyond personal use into the workplace. Several issues such as speed and reduction of time-consuming and repetitive tasks, analysis of a large volume of data related with candidate matching and release of functions in HRM positions were addressed. In this study, we used a qualitative methodology through in-depth interviews as a method of data collection to HR experts. The present work aims to understand the impact of AI on HRM, specifically on recruitment. We intend to contribute to the academic discussion around the use of technology in an area of human science such as the HRM. In a context where talent acquisition is key for the success and survival of companies, we see enterprises investing in new technologies. This symbolizes a change in the traditional view of the way companies operate, where many seek assistance in AI to maximize their performance and their productivity. Based on the analysis, the research finds that AI has significantly transformed recruitment processes by increasing efficiency, reducing biases, and improving candidate matching. However, challenges such as the need for human oversight and the potential for algorithmic discrimination remain. |
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