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Human resource management (HRM) is a crucial component of an organization’s management and aims to enhance employee efficiency and an organization’s competitiveness. As organizations advance and grow, recruitment and selection decisions become more critical. The thinking of human resources practitioners and experts must be transformed to accommodate the current workplace. Practitioners and experts must ensure that qualified candidates are attracted to the organization at the right time to fill open positions. Traditional HRM methods are insufficient for the progressively more complicated HRM challenges. Recruitment and selection, as one HRM component, is a process with numerous challenges. This study examines how the use of AI technologies can assist in mitigating recruitment and selection challenges. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and soliciting data from databases such as Web of Science, Google Scholar, and Science Direct, a systematic literature review analysis was conducted to investigate the human resources challenges in recruitment and selection and explore how AI can moderate these challenges. The analysis indicated several challenges, including high costs, bribery and corruption, political interference, inadequate job descriptions, nepotism and favoritism, and lengthy recruitment and selection processes. Recommendations of the study suggest that the accuracy and efficiency of recruitment and selection can be enhanced by involving AI technologies, which can assist in lowering the risks and expenses associated with recruitment and selection.

The swift advancement of emerging technologies has profoundly changed the workplace, especially within human resource management (HRM) practices and applications. Innovations such as data analytics, artificial intelligence (AI), and employee self-service (ESS) systems are pivotal to this transformation. While these technologies offer considerable advantages, they also present challenges that organizations need to address for effective integration into their operations. This study aims to examine the impact of emerging technologies on the performance and engagement of HR professionals, drawing on existing research. To achieve this, a comprehensive literature review was conducted. The findings indicate that emerging technologies have significantly transformed the workplace and human resource management, enhancing engagement within these areas. Furthermore, their implementation has notably advanced the modern workplace and the HR profession. Despite these benefits, challenges such as job security, potential skill displacement, and concerns about skill replacement exist. However, the research suggests that these challenges can be mitigated through the implementation of training programs, leadership endorsement initiatives, and technical support. The theoretical implications of these findings contribute valuable insights regarding the role of emerging technologies in HRM practices. Practically, the findings provide a framework for managers and organizational stakeholders to effectively leverage emerging technologies in human resource management applications.

Human resource management (HRM) is a crucial component of an organization’s management and aims to enhance employee efficiency and an organization’s competitiveness. As organizations advance and grow, recruitment and selection decisions become more critical. The thinking of human resources practitioners and experts must be transformed to accommodate the current workplace. Practitioners and experts must ensure that qualified candidates are attracted to the organization at the right time to fill open positions. Traditional HRM methods are insufficient for the progressively more complicated HRM challenges. Recruitment and selection, as one HRM component, is a process with numerous challenges. This study examines how the use of AI technologies can assist in mitigating recruitment and selection challenges. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and soliciting data from databases such as Web of Science, Google Scholar, and Science Direct, a systematic literature review analysis was conducted to investigate the human resources challenges in recruitment and selection and explore how AI can moderate these challenges. The analysis indicated several challenges, including high costs, bribery and corruption, political interference, inadequate job descriptions, nepotism and favoritism, and lengthy recruitment and selection processes. Recommendations of the study suggest that the accuracy and efficiency of recruitment and selection can be enhanced by involving AI technologies, which can assist in lowering the risks and expenses associated with recruitment and selection.

The swift advancement of emerging technologies has profoundly changed the workplace, especially within human resource management (HRM) practices and applications. Innovations such as data analytics, artificial intelligence (AI), and employee self-service (ESS) systems are pivotal to this transformation. While these technologies offer considerable advantages, they also present challenges that organizations need to address for effective integration into their operations. This study aims to examine the impact of emerging technologies on the performance and engagement of HR professionals, drawing on existing research. To achieve this, a comprehensive literature review was conducted. The findings indicate that emerging technologies have significantly transformed the workplace and human resource management, enhancing engagement within these areas. Furthermore, their implementation has notably advanced the modern workplace and the HR profession. Despite these benefits, challenges such as job security, potential skill displacement, and concerns about skill replacement exist. However, the research suggests that these challenges can be mitigated through the implementation of training programs, leadership endorsement initiatives, and technical support. The theoretical implications of these findings contribute valuable insights regarding the role of emerging technologies in HRM practices. Practically, the findings provide a framework for managers and organizational stakeholders to effectively leverage emerging technologies in human resource management applications.