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IFFLAND_Alexandra_2021_BT_IBM.pdf
Bachelor thesis

Capturing talent, opportunities and limits of Artificial Intelligence, supporting a better competency-based recruitment process

SONAR|HES-SO

  • Genève : Haute école de gestion de Genève

108 p.

Bachelor of Science HES in International Business Management: Haute école de gestion de Genève, 2021

English The purpose of this research is to analyze the current recruitment process within companies and the way these companies select their candidates and identify if the implementation of Artificial Intelligence can support a better competency-based recruitment process with the points of view of both recruiters and candidates. Literature, theories, and studies are investigated to understand if the theoretical aspects correlate with the practices. The literature review covers diverse subjects such as the Human resources, the Artificial Intelligence and the opportunities and limitations of the Artificial Intelligence in the recruitment process. Two methods of collecting data were made: an online survey to collect quantitative data and In-Depth Interviews for qualitative data collection. The first part is the survey, that was conducted online, and 101 answers were received and analyzed. The purpose of this survey is to collect candidates’ perceptions on the current recruitment process by identifying the main issues they face as well as understand their points of view and feelings about a recruitment using Artificial Intelligence tools. The second data collection is 4 In-Depth interviews with HR professionals. The objective is to have a global view of their recruitment process and to obtain their opinions about an AI-enabled recruitment process with the opportunities and limitations of this kind of new process. The survey’s participants were mainly students and young professionals. However, the results obtained covered the population between 18 to more than 56 years old. Regarding the In-Depth interviews, professionals came from different companies, with different backgrounds and years of experience. Therefore, the results of those interviews are rich. Charts, graphs, and findings show the final results of the data collection. They demonstrate the points of view of candidates and recruiters on the topic studied. Both sides agree on several points regarding the implementation of Artificial Intelligence in the recruitment process. However, the recruitment must remain a human process, but Artificial Intelligence can be an added value for certain steps and tasks. Interestingly, both candidates and recruiters share the same view on the steps that could benefit from Artificial Intelligence.
Language
  • English
Classification
Economics
Notes
  • Haute école de gestion Genève
  • International Business Management
  • hesso:hegge
License
License undefined
Persistent URL
https://folia.unifr.ch/global/documents/319536
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