MUHAMMAD ADNAN SIAL, ASRAR AHMED SABIR, ATIA AFTAB, MUHAMMAD WASIM ABBAS, MAHA ASGHAR, HUMNA ASGHAR
DOI: https://doi.org/This study examines that the role of artificial intelligence (AI) in recruitment process described that the technological transformation by improving the hiring process that deliberate the essential proficiency, reduce bias and fairness. Decision making in recruitment process is also advanced by using AI that distribute advanced invisible capabilities for efficiency and creativity, from streamlining routine tasks. AI's applications across industries and set the stage for its development formed by the John McCarthy's transformative work. Small medium sized enterprises (SMEs) are focused on hiring practices in, effects of AI on employee engagement, morale, performance, and organizational culture are investigates in this study. Technology Acceptance Model are used in theoretical framework and also examined how tech skills and HR's changing role affect the use of AI tools. Additionally, it looks how employee engagement mediate the relationship between AI and recruitment outcomes. HR professionals from SMEs used the quantitative approach and also used Structural Equation Modeling (SEM) to validate seven hypotheses. For the better recruitment process AI perform positive role strongly, at the findings, employee engagement and HR strategic involvement are increased proficiency from the employee engagement mediation. From the acceptance of AI in recruitment process are found to be greatly obstructed by ethical issues such algorithmic bias, data privacy, and fairness. Furthermore, demographic factors, including age, education, and gender are determined by the found that user awareness and uptake of AI products. AI-driven hiring practices that support long-term performance goals and organizational values are provides practical advice on developing human-centered, ethical by the HR executives and legislators.
