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.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:umu-184521 |
| Date | January 2021 |
| Creators | Lisa, Aysha Khatun, Talla Simo, Valerie Rostan |
| Publisher | Umeå universitet, Företagsekonomi, Umeå universitet, Företagsekonomi |
| Source Sets | DiVA Archive at Upsalla University |
| Language | English |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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