The purpose of the study is to understand the phenomenon of using artificial intelligence (AI) in human resources, especially in the gulf countries. This research effort provides a future perspective of using AI to better understand HR practitioners' attitudes and perspectives within multiple frameworks and the implications that technological advancements, in particular AI, have for the recruitment process. The study reveals that gulf countries will implement a vision (2030 vision) that will have a great opportunity to keep up with the digital transformation. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as about what the implications would be of having AI within recruitment which leads to change in the composition of the workforce within organizations. It is urged that modern AI applications are an essential approach for organizations that work in an inconsistent environments.
TopIntroduction
Artificial Intelligence is representing a real breakthrough in business management and will have a profound impact on the way employees work, especially in the human resources and employment departments. Artificial Intelligence (AI) technologies have an impact on the management of human resources in a deferent way. For instance, design training and development plans for each employee from background processes, based on big data or data analytics related to employment practices in real time. Artificial Intelligence refers to technology used to do a task that requires some level of intelligence to accomplish. In other words, a tool trained to do what a human can do. The use of artificial intelligence, in a practical and effective manner, lead to improve the achievement of the human resource management work tasks, whether in the field of employment, evaluation and performance measurement, HR planning, training needs of employees, job evaluation, or even forecasting the labor market and its needs and indicators (Aldulaimi et al. 2016; Abdeldayem et al. 2019). With the rapid change of technologies, we are already beginning to witness a case of creative use of AI in ways that can add more positive benefits to the workflow, according to a review by the industry-leading provider of cloud-based applications for industry-specific applications. On the work of employees in the human resources and recruitment departments. Various companies and organizations have already demonstrated how AI can contribute to improve the quality of care and/or decreasing costs (Mesko B. 2017). In about 20 years, 50% of jobs will be outdated or not needed anymore, and healthcare is not an exception (Acikgoz Y. 2019). Taking the time to understand the benefits and pitfalls of different methods is just as important as building the right algorithms and data infrastructure. Fig 1 shows the HRM process in detail.
TopLiterature Review
The purpose of this section is to provide the theoretical background to the topic of Artificial Intelligence in the recruitment process by reviewing past literature conducted on the subject. It will cover the themes of HRM, the traditional recruitment process, Artificial Intelligence, online recruitment and lastly the application of AI on recruitment.