Author(s): Ishan Mukherjee and LRK Krishnan
The fundamental objective of this research is to study the impact of artificial intelligence on the talent acquisition system of leading organizations across most sectors. In this study, an in-depth quantitative analysis has been conducted using a deductive approach to test the predicted hypotheses. This paper has been framed based on primary research and based on information from secondary sources to collaborate the evidence. The key findings of this study we get to know that AI has not yet been able to get full coverage of the hiring cycle as a whole but is on the verge of making breakthroughs across the world, also the hiring managers are quite optimistic of this new change in spite of certain concerns that AI might not be able to accurately judge the applicant of soft skills and/or the inability of the higher age groups to adjust to AI as a recruitment tool. The hypothesis was tested and it is proved that the implementation of artificial intelligence will be showing positive change in the hiring cycle by bringing about an overall improvement of the experience of both hiring managers and job applicants, reduce the cost, boosting the organization’s revenue, and finally ensuring the PJ fitness of its new employees.