Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration

Recently AI has been introduced to HR and later to recruitment for different reasons
including improved efficiency and also as a mediator for eliminating recruitment bias.
This study is exploring the ability of AI to reduce recruitment bias and replacing the
human factor in the recruitment process in Mauritania. Qualitative research method is
used to conduct the study. Data is collected through interviews and analyzed through
the use of content analysis and specifically thematic content analysis. It was found that
although AI plays a considerable role in the recruitment process and helps in
eliminating recruitment bias, it still is not able to eliminate it on its own. Alternatively,
it was found that the most suitable way for bias elimination is through the collaboration
of both AI and well-trained HR professionals. It was also found that traditional
recruitment process cannot be replaced by AI technologies; there is always a necessity
for human intervention in HR and recruitment tasks and activities. These findings give
the opportunity to assist and direct companies and HR professionals and give them
valuable insights regarding the application of AI and its effect on the people, the
society and the environment.