Document Type : Original Article
Authors
1
Department of Entrepreneurship Development, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran
2
Master of Entrepreneurship Management, Entrepreneurship ,Faculty, Tehran University , Tehran, Iran
3
Faculty of Entrepreneurship, Farshi Moghadam Street
10.22080/shrm.2024.5100
Abstract
Selecting the best candidates for human resource recruitment in organizations has always been a fundamental challenge. Today, with our increased understanding of the complexities of human performance, evaluating individuals has become more difficult than before. Meanwhile, with the advancement and widespread adoption of artificial intelligence, AI-based evaluations are on the rise; however, like any emerging process, its advantages and disadvantages are not clear. Various studies have pursued this subject from different perspectives, but the aim of this research is a meta-synthesis of the advantages and disadvantages of using artificial intelligence compared to other human-led methods in the evaluation for recruiting human resources in organizations. Using the meta-synthesis method, previous research findings were systematically analyzed. The most commonly used evaluation methods were identified, in order, as managerial judgment, traditional recruitment, online technologies, employer branding, and demographic information. The most significant disadvantages of these methods, respectively, were improper design, inequality and discrimination, while their advantages were identified as reducing workload, providing job opportunities, and attracting the best candidates. In contrast, employing artificial intelligence in human resource evaluation presents challenges such as lack of acceptance, technology-driven decision-making, and information security, but offers advantages like improved decision-making, enhancements in the recruitment process, and reductions in time and cost.
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