Comparative Study of Traditional vs AI-based Recruitment Methods in HRM- An Empirical Study

The way that businesses recruit has changed dramatically with the introduction of artificial intelligence (AI) into human resource management (HRM). Compared to current AI-based recruitment, traditional recruitment is based on a large number of processes. Such as; reviewing resumes manually, relying on the judgments made by humans to evaluate candidates and to place them appropriately in the company, creating job postings for potential employees to apply to positions at the company, and conducting face-to-face interviews to determine whether or not a candidate will be hired. There are many reasons why these traditional ways of recruiting have their disadvantages. For example, they can be very expensive, take a long time to complete, and require a lot of time from recruiters and other HR personnel. On the other hand, AI-recruitment uses different types of technology. These include machine learning, natural language processing (NLP), predictive analytics, chatbots and automatic resume screening. All of this technology allows companies to make better recruitment decisions faster and more efficiently. The purpose of this research paper was to examine how both traditional recruitment methods and AI-based recruitment methods differ from one another. Data were used from sources that included articles published from 2020-2026 from academic journals, HR consultants and industry surveys. Using data from those sources, it compared the two recruitment methods against each other by measuring their performance in nine areas. As a result, companies who use an AI-based recruitment method can save time when making hiring decisions. Additionally, companies who use an AI-based recruitment method can also save money when making hiring decisions. Companies who use an ai-based recruitment method can also successfully increase the quality of new hires. They can also create a more positive experience for candidates throughout the hiring process. Finally, companies who use an AI-based recruitment method can also provide equal opportunities to diverse candidates. However, there are still some disadvantages to using an ai-based recruitment method. Some of those disadvantages may include: biased algorithms being developed through machine learning models, ethical issues related to ai-human interactions and biases created due to limited training data.