Artificially Recruited?
Leary, Benjamin (2020)
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021102818991
https://urn.fi/URN:NBN:fi:amk-2021102818991
Tiivistelmä
Artificial intelligence in recruitment platforms is an emerging technology that is swiftly gaining traction with the premise of removing unconscious biases and discrimination from at least, preliminary candidate screening.
In this thesis you will find the answers to 2 main objectives presented, this first of which being “Demonstrate the feasibility of implementing this technology in large or medium size companies” and the second was “How this technology helps to eliminate biases in recruitment”. These 2 main objectives were formed to discover whether or not these technologies will become commonplace in the next 10 years.
The data was gathered from a survey population of 81, most respondents were from either South America or Europe which provided a comparison of the technology between the 2 continents. In addition to this, 5 interviews were conducted, 3 of which were either general managers or recruiters. 2 of which were employees in junior or entry level positions. These interviews were semi-structured with some social interactions. The research was therefore a multi-method research containing both quantitative and qualitative data.
The results of the study concluded the 2 main objectives by the answering of a supporting number of 4 subobjectives by drawing comparisons between the primary and secondary data collected. and were later discussed with suggestions for further research. The results of which were that, the technology is already demonstrated to be a useful preliminary tool for larger organizations and companies. As for medium sized companies, the technology in South America is almost a necessity to deal with the large volumes of applicants in low skills jobs and in Europe, the results showed that this technology lacks interest in comparison but has been successfully used for younger applicants as well as low skill positions.
In this thesis you will find the answers to 2 main objectives presented, this first of which being “Demonstrate the feasibility of implementing this technology in large or medium size companies” and the second was “How this technology helps to eliminate biases in recruitment”. These 2 main objectives were formed to discover whether or not these technologies will become commonplace in the next 10 years.
The data was gathered from a survey population of 81, most respondents were from either South America or Europe which provided a comparison of the technology between the 2 continents. In addition to this, 5 interviews were conducted, 3 of which were either general managers or recruiters. 2 of which were employees in junior or entry level positions. These interviews were semi-structured with some social interactions. The research was therefore a multi-method research containing both quantitative and qualitative data.
The results of the study concluded the 2 main objectives by the answering of a supporting number of 4 subobjectives by drawing comparisons between the primary and secondary data collected. and were later discussed with suggestions for further research. The results of which were that, the technology is already demonstrated to be a useful preliminary tool for larger organizations and companies. As for medium sized companies, the technology in South America is almost a necessity to deal with the large volumes of applicants in low skills jobs and in Europe, the results showed that this technology lacks interest in comparison but has been successfully used for younger applicants as well as low skill positions.