000			02230nam a22002777a 4500
003			KOHA
005			20241014085113.0
008			240924d2024 cy ||||| |||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 3383 _bJ45 2024
100	1		_aJekany, Said
245	1	0	_aARTIFICIAL INTELLIGENCE IN RECRUITMENT: ELIMINATING THE BIAS / _cSAID JEKANY ; SUPERVISOR, PROF. DR. ŞIRIN ATAKAN DUMAN
264			_c2024
300			_a38 sheets; _c30 cm _e+1 CD ROM
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration
520			_aRecently 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.
650		0	_aBusiness _vDissertations, Academic
650		0	_aArtificial Intelligence _vDissertations, Academic
700	1		_aAtakan Duman, Şirin _esupervisor
942			_2ddc _cTS
999			_c292819 _d292819