Abstract
Today, talent and value creation are virtually synonymous. In more and more enterprises, a soaring percentage of market capitalization reflects the direct impact of intangible human capital (Hesketh, A.: Research report valuing your talent CIPD. Chartered Institute of Personnel and Development, 2014). One of the foremost areas the HR should focus upon is “execution”. The problem statement revolves around “execution”, though the organization has a solid vision, excellent strategy and right talent (Mangipudi, M.R., Vaidya, R.: A study of digitalization in HRM and its effectiveness in execution of HR strategies and policies. Helix 8, 4220–4222, 2018). The HR professionals today are focusing to optimize the combination of human and automated work to gain a simple, seamless, and intuitive work environment. It provides them time for creativity, intelligence, and empathy to deliver an enhanced candidate and employee experience. Richard Coombes, leader of HR transformation practice at Deloitte says that using AI for recruitment eliminates the behavioral and perceptive bias that may happen during human interaction. This article presents an application of artificial intelligence in Recruitment by predicting the likelihood of future success of an applicant.
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Achchab, S., Temsamani, Y.K. (2022). Use of Artificial Intelligence in Human Resource Management: “Application of Machine Learning Algorithms to an Intelligent Recruitment System”. In: Troiano, L., et al. Advances in Deep Learning, Artificial Intelligence and Robotics. Lecture Notes in Networks and Systems, vol 249. Springer, Cham. https://doi.org/10.1007/978-3-030-85365-5_20
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