AI-based recommender systems increasingly influence recruitment decisions. Thus, transparency and responsible adoption in Human Resource Management (HRM) are critical. This study examines how HR managers' AI literacy influences their subjective perception and objective understanding of explainable AI (XAI) elements in recruiting recommender dashboards. In an online experiment, 410 German-based HR managers compared baseline dashboards to versions enriched with three XAI styles: important features, counterfactuals, and model criteria. Our results show that the dashboards used in practice do not explain AI results and even keep AI elements opaque. However, while adding XAI features improves subjective perceptions of helpfulness and trust among users with moderate or high AI literacy, it does not increase their objective understanding. It may even reduce accurate understanding, especially with complex explanations. Only overlays of important features significantly aided the interpretations of high-literacy users. Our findings highlight that the benefits of XAI in recruitment depend on users' AI literacy, emphasizing the need for tailored explanation strategies and targeted literacy training in HRM to ensure fair, transparent, and effective adoption of AI.

HR managers can focus on strategies that can help the workforce, leadership training, mentoring, feedback, motivation, etc. Talent acquisition gets easier with AI, which can sift through hundreds of résumés in significantly less time than it would take a human. AI can also measure different candidates based on their skills and qualifications. And most important, AI can eliminate human bias, even unconscious bias. Induction of new employees can be done faster and better using AI. It seems counter intuitive, but AI can help new employees with key contacts, training suggestions, essential information regarding benefits, policies, and anything else that will ensure a seamless experience.

By Aditya Malik, Founder, ValueMatrix.ai What oil was in the 18th century, data is in the 21st century – immensely valuable and influential. With the run towards AI supremacy, businesses and organizations possessing qualified and unbiased data win. However, the data openly available is marred with conscious and subconscious bias, largely due to woke or un-woke nature of humans. We don't know what we don't know – right or wrong is only temporary, as in always waiting to be judged with time.

ChatGPT has taken the world by storm – within the first week of its official release it had over a million users and the adoption rate is galloping since then. Already several hundred startups have been set up to build applications around ChatGPT. No domain or activity is going to be left untouched by ChatGPT or such generational AI tools in the coming days. What would be the likely impact on HR function? It should be recognised that while such AI tools would bring about transformational changes, the full implications would be realised as time goes by.

Because artificial intelligence (AI) has a wide range of uses in businesses, from streamlining job processes all the way to aggregating business data, more industry leaders are now using AI to improve company performance. A recent global survey on AI adoption and value revealed that AI adoption in at least one business function had increased to 56%, up from 50% in 2020. More importantly, the survey indicated that AI brought about positive economic returns. Companies involved in the study reported that earnings attributable to AI have increased to 27%, up from 22% in the previous survey. Lastly, the article shared that companies experienced significantly higher cost savings from AI than they did previously in every function.

Human resource (HR) departments have long been integral to organizational success, and they're likely to remain that way for decades to come. But the nature of HR is likely to evolve with new technologies, research, and trends. For starters, we might see HR directing the charge in remodeling the form of the ordinary workforce. Increasingly, consumers and employers alike are valuing diversity and inclusion; firms are working harder to ensure a mixture of individuals from other backgrounds are included in any way levels of the company. Later on, this will develop into a much bigger priority. However, this is a slight change when compared with another generation of labor management.

Allan Jones has seen the challenges of running a small business firsthand. When he was 14, his father was sued for wrongful termination by a former employee of his Compton, California mini-market. Without the guidance of a human resources department or the finances to fight the suit, he was forced to hire an attorney and dip into Jones' college savings to pay the fees. This experience stuck with Jones, and in 2016 inspired him to found Bambee, a Los Angeles-based company that pairs HR managers with small and midsize businesses on a monthly basis. "I knew that small businesses did not have HR, and the primary reason was price," says Jones, 34.

Artificial Intelligence and smart chatbots have become a powerful and important growth factor in every major industry worldwide. From healthcare and retail sector to media and marketing sector, AI's influence is inevitable. With large employee datasets, AI and smart chatbots are redefining and simplifying HR operation in numerous ways. The recruitment and onboarding process have become easier than before, thanks to AI and chatbots. Its ability to analyze large data is helping HR team to get an insight about individual employees and improve employee satisfaction level.

Chatbots and AI are a powerful duo in every major industry. Chatbots are taking up front desk duties in the healthcare industry, enabling better customer interaction in the retail industry, and transforming HR functions in the business industry. AI chatbots are helping the recruiting team by asking interested candidates questions that would have otherwise been asked in the first round of the telephonic interview. Because every job listing potentially gets flooded with CVs, this method saves the HR department a lot of time. Let's understand how AI chatbots are being used by the HR departments.

The latest advancements in machine learning and artificial intelligence have resulted in a huge shift in how people globally interact with technology and their teams. FREMONT, CA: The use of artificial intelligence (AI) in human resource (HR) practices has allowed organizations to streamline processes and operations by analyzing, predicting and diagnosing to make better decisions. HR teams integrate AI to analyze transactional workforce data and predict employee potential, fatigue, flight risk and even overall engagement. And allowing for more productive conversations to enhance the employee experience, retention and performance. AI-backed chatbots allow HR managers to understand and analyze the sentiment of the employees so that they can tackle the possible issues and assure that their concerns are heard. HR departments will need to integrate AI technology to connect companies with current and potential employees and to scale the business higher.