Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Book Chapter Book Chapter Faculty Publications- Book Chapter Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Recruitment Analytics: Hiring in the Era of Artificial Intelligence Subject The topic of the resource Artificial intelligence; Chatbots; Gamification; Recruitment; Resume screening; Virtual interviews Description An account of the resource Introduction: Traditional recruitment system relied heavily on the applicants curriculum vitae (CV). This system, besides becoming redundant, has proved to be a futile exercise leading to the hiring of candidates that eventually turn out to be misfits. CVs were the only source of candidates data available for the recruiters a few years back. Face-to-face interviews was considered to be the ultimate solution for hiring suitable candidates. However, evidence suggests that interview scores and job performances do not complement each other. Advancement in artificial intelligence (AI) has introduced several techniques in the recruitment process. Purpose: This chapter underscores the drawbacks of the traditional recruitment process. Evidence suggests that the traditional recruitment process is prone to subjectivity and is time-consuming. Surprisingly, despite the disadvantages, the integration of AI into the recruitment process is still slow. This chapter highlights the need to harness AI and the advantage technology could bring to the recruitment process. Some of the techniques that are garnering attention and widely used by organisations, such as chatbots, gamification, virtual employment interviews, and resume screening are described to enable the readers to understand with less effort. Chatbots and gamification techniques are described through process flow charts. We also describe the various types of interviews that could be conducted through virtual platforms and the modality by which the resume screening technique operates. Today, we are at a juncture wherein it is pertinent to acknowledge the superiority of technology-driven processes over traditional ones. This chapter will help the readers to understand the modus operandi to implement chatbots, gamification, virtual interviews and online resume screening techniques besides their advantages. Scope: Although chatbots, resume screening, virtual interviews, and gamification are used in other areas, too, such as training and development, marketing, etc., in this chapter, we restrict solely to employee recruitment processes. Methodology: Scoping review is used to examine the existing literature from various databases such as Google Scholar, IEEE, Proquest, Emerald, Elsevier, and JSTOR databases are used for extracting relevant articles. Findings: Automation and analytics in recruitment and selection remove bias which is otherwise increasingly found in manual hiring processes. Also, previous studies have observed that candidates engage in impression management tactics in traditional face-to-face interviews. However, through automated recruitment processes, the influence of these tactics can be eliminated. AI-based virtual interviews reduce human bias. It also helps recruiters to hire talents across the globe. Gamification improves the candidates perception of the work and work environments. Through gamified techniques, the recruiters can understand whether a candidate possesses the required job skills. Chatbots are an interactive technique that can respond to interviewees queries. Resume screening techniques can save the recruiters time by screening and selecting the most appropriate candidates from a large pool. Hence, the chosen candidates alone can be referred to the next stage of the recruitment cycle. AI improves the efficiency of the recruitment process. It reduces mundane tasks. It saves time for the human resources (HR) team. 2023 by V. R. Uma, Ilango Velchamy and Deepika Upadhyay. Creator An entity primarily responsible for making the resource Uma V.R.; Velchamy I.; Upadhyay D. Source A related resource from which the described resource is derived The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A, pp. 155-174. Publisher An entity responsible for making the resource available Emerald Publishing Date A point or period of time associated with an event in the lifecycle of the resource 2023-01-01 Identifier An unambiguous reference to the resource within a given context <a href="https://doi.org/10.1108/978-1-80382-027-920231008" target="_blank" rel="noreferrer noopener">https://doi.org/10.1108/978-1-80382-027-920231008</a> <br /><br /><a href="https://www.scopus.com/inward/record.uri?eid=2-s2.0-85164349946&amp;doi=10.1108%2F978-1-80382-027-920231008&amp;partnerID=40&amp;md5=cd3fe23f02985bfe61870cc4e7ae1634" target="_blank" rel="noreferrer noopener">https://www.scopus.com/inward/record.uri?eid=2-s2.0-85164349946&amp;doi=10.1108%2f978-1-80382-027-920231008&amp;partnerID=40&amp;md5=cd3fe23f02985bfe61870cc4e7ae1634</a> Rights Information about rights held in and over the resource Restricted Access Relation A related resource ISBN: 978-180382028-6; 978-180382027-9 Format The file format, physical medium, or dimensions of the resource Online Language A language of the resource English Type The nature or genre of the resource Book chapter Coverage The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant Uma V.R., Department of Commerce, School of Commerce, Finance and Accountancy, Christ University, Bangalore, India; Velchamy I., Department of Computer Application, CMR Institute of Technology, Bangalore, India; Upadhyay D., Department of Commerce, School of Commerce, Finance and Accountancy, Christ University, Bangalore, India