With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.

Bakgrund: Den traditionella rekryteringsprocessen har i takt med digitaliseringens utveckling både utmanats och kompletterats. En önskan från organisationer att skapa en mer kompetensbaserad matchning till en specifik position har bidragit till implementeringen av digitala arbetspsykologiska tester i samband med rekryteringsprocessen. Digitala tester kan ge en indikation på en kandidats arbetsprestanda, vilket kan bidra till bättre anställningsbeslut samt att undvika kostsamma felrekryteringar. Vidare berör studien huruvida digitala tester bidrar till mångfald på en arbetsplats samt belysa den kritik mot digitala tester som finns i dagsläget. Det är av intresse att studera de styrkor som digitala tester bidrar med för att komplettera den traditionella rekryteringsprocessen samt reducera eller eliminera dess svagheter. Syfte: Syftet med studien är att skapa en större förståelse för hur digitala arbetspsykologiska tester kompletterar samt utmanar den traditionella rekryteringsprocessen utifrån ett organisatoriskt perspektiv. Vidare är syftet med studien att belysa huruvida digitala arbetspsykologiska tester bidrar till mångfald på arbetsplatsen. Metod: Vi har genomfört en fallstudie då detta gett oss en möjlighet att upprätta en realistisk beskrivning av organisationens utveckling samt möjligheten att studera vårt fall och dess specifika förutsättningar på djupet. Vi har valt att använda oss av en kvalitativ metod i form av sju intervjuer samt fyra datakällor som komplement. Slutsats: Studiens resultat indikerar att implementeringen av digitala arbetspsykologiska tester har bidragit till en positiv påverkan på organisationens rekryteringsprocess. De svagheter som den traditionella rekryteringsprocessen besitter skapar ett större behov för organisationer att komplettera med ett digitalt verktyg som kan skapa en mer kompetensbaserad rekrytering. Digitala tester möjliggör även till objektivitet vid ett urvalsbeslut då beslut grundas på de egenskaper samt kvaliteter som är av värde, istället för rekryterarens personliga åsikter och intressen. Det empiriska resultatet indikerar att digitala tester bidrar till mångfald på arbetsplatsen då dessa medför att rekryteringsprocessen blir mer objektiv, oavsett i vilket stadie testerna utförs. Komplementet bidrar till att rekryterare kan fokusera på att hitta den mest passande kandidaten för positionen och inte påverkas av medvetna eller omedvetna personliga värderingar. / Background: The traditional recruitment process, in association with the development of digitalisation, has been both challenged and complemented. A desire by organizations to create a more competency-based match for a specific position has contributed to the implement of digital work psychological tests in connection with the recruitment process. Digital tests can give an indication of a candidate's work performance, which can contribute to better hiring decisions and to avoid expensive cost of restarting the recruitment process. Furthermore, the study focus on whether digital testing can contribute to diversity in the workplace and highlight the criticism of digital testing. It is of interest to study the strengths of digital testing that can complement and, in some cases, eliminate the weaknesses of the traditional recruitment process. Purpose: The purpose of the study is to create a bigger understanding of how digital work psychological tests complement and challenge the traditional recruitment process from an organizational perspective. Furthermore, the purpose of the study is to clarify whether digital tests contribute to diversity in the workplace. Method: This study is a case study because it gives us an opportunity to create a realistic description of the development of the organization. This also gives us a opportunity to study our case in depth and its specific conditions. We have chosen to use a qualitative method in the form of seven interviews and four data sources as a complement. Conclusion: The study results show that the implementation of digital work psychological tests has contributed to a positive impact on the organisation's recruitment process. The weaknesses of the traditional recruitment process create a greater need for organizations to complement with a digital tool that can create a more competency-based recruitment. Digital testing also allows for objectivity in a selection decision when decisions are based on the characteristics and qualities that are of value, rather than the recruiter's personal opinions and interests. The empirical result shows that digital tests contribute to diversity in the workplace as the tests generates that the recruitment process becomes more objective, regardless of when the test takes place. The complement helps recruiters to focus on finding the most suitable candidate for the position and not being affected by conscious or unconscious personal values.